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Home My Public Portal AboutORD12202 •'4'44'':'!"1"41.,C,4-',,,, •"4.. ', rt 4, 1,, .'3.;-,14 , 1 ' 13.' 1.13,,,, ` ,t, ,,,Fig4,3,0'. .„‘„,115,,d,,,,,,,,,,...,,.,1„,..0,,,,,4,,,,„4„,,,,,„1,,,," A...4,,4,4.,,,,,,‘,`,,,,,,k%14...,...t44.4 „,,.. ,,4,.<0.,,-.4.-14.,ta,A.‘ v, ,.,.,..., .1 , ,.2. 'Pr --,,,,,,,,t, , -r>.--, ' ,,, ' - . ,lv,...ostr:,,,,,,,,,kolt,„ / 1 :8;‘,,,Iilt4lf,f,;..:',-,'''4';,-.",'1,,-,,i'.,,,tot1„0,,r; 41 b,'j ' '''''.',1 ,,;, ; ,'; • , , 1.:74:1('' ,,,, % 7 ,t, t, ,. ,,t 1`,.. , ,1,,,,,,..:4,,,, , ,,,,,, -,,' 2:44,0.- hzik *.sh.., --,t t. ,',, ' , ,,:ilf.0,..;,,,Nt:44, ''' .'"' ' 't. . - ' , ', t• ., . '. 1" "-t." ''''''...• ,- , .4) vit.,;Agt,.., „...„ .,,,,,, .,,-.4„,,-I 7 ":, -0,• ')q,,. 4 ..11`..:1,4.141 : . . .1 , ,, , . . •t d 1,1tr'41 A", ', . ,' 4, , • ' , ; '1,,;. '. ' . ':, ,'. ' ,.. '''. •!' 1' T"'17."f'''''' . '^. . , , ..\ , . , t Of • ' : ', ',,,d . ',,,r'' • , ,A- , ',..," 1, V:P J'471)4 l'Y'r''4'''' .."+,,, ,.,i,I ,qt, 4 ..„, „ fig,:?....g, BILL NO. 94-136 — — -1. A:), ,-,..)..4 SPONSORED BY COUNCILMAN Niloes ° , ,x,i — ' l '..,.. (,. ,,t,., -'A ORDINANCE NO 12202 .., , , ..„.... .__.,„ ......., 1*41,, AN ORDINANCE OF THE CITY OF JEFFERSON, MISSOURI, REPEALING „.,, ) ,.. ORDINANCE 11990 PERTAINING TO THE PERSONNEL POLICY MANUAL FOR THE ... 's Ars, MUNICIPAL SERVICE OF JEFFERSON CITY, MISSOURI, AND ENACTING A NEW 'Agq1; ? ORDINANCE IN LIEU THEREOF ,f4tk. . BE IT ENACTED BY THE COUNCIL OF THE CITY OF JEFFERSON, MISSOURI, AS ..., .,.. 'ir FOLLOWS: 1,,,.-:..t. -Po] vv.,... r,,' ,1,,... . pertaining . Section 1. Ordinance 11990 pertaining to the Personnel Policy Manual for the tri 0 ',1/4,...,?if ..,„,..44,... „....4 t municipal service of Jefferson City, Missouri, is hereby repealed. ...,i.) c. . Section 2. The document entitled "Personnel Policy Manual" dated November 1, 1994 designated as Exhibit "A" and attached hereto, is hereby adopted as the official t 4• '',1r v;•4 e igi"t, personnel rules and regulations for the municipal service of the City of Jefferson. Sy t, 'AN 44.4 ,'1 cli', 21,4, 1 ',•`,N , 7'134V4k4Y!.:,'1:4% i• ,,`,1,4. 1443.. 1 5ection 3. This ordinance shall be in full force and effect November 1, 1994. ;,..!... z It t,. 3t1p- V. Passed: December 5. 1994 Approved: IS2e-eaers 6/ / 9 4, .,,,,,,,,, . .,.....„, .„ „..„..„ "vh,4V, .411. ,,.i■,'1./.,,1 OP / or, , A.. -— ' 0111.2 41/ __-_-_.....:: ..., ------- . .. . . Presidin•,01- icer dipi .rryor 470., ...... .,, ,..., .1 k .,;;F.S.."1 ATTEST: r.,. .";. I N ,..., .1. .,, ., 0%14 — •,.' I 4 0:1 a / 1*1,1•'', 1 / OP ., „Fry Cie i't....,. ...., ,',.. ., .., 4,. .., . e ,,, .., ,A•', . , ' P • •,. 1 ,',. ff., 3 • . ' ilk' 1 '17t,• '. . . '0''4,4 •i ' . I., • • ' '..„,.. ',' ,, ' r 1,11...''' 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Y� Y�k+,k} S r..,,,X44 >,- .s t i �r„..i,, p� , r 1 r' 4.';, .t .:.}t '.5i r 1.4 L > P2 s^^ ,",?.::,`',1 4 Ic)1 ,✓; ' S ?iy ±f 4� ^Y { [4t 4 f,1 y 4:,,� r Ty»Y r J, ,, ,> . , y ,•':='.' ..: ---1.=` : ua � 1 'a.,.:}Uwrk 'ti iayi:.aN, ",t t i . . . ,. 10 J/,¶,1 . , i ! ,T }J + J kr .S' 1y�Y �ifi5" r 11t.,'4 4 k} h) $. `' PERSONNEL POLICY MANUAL } ;� _;; ''' TABLE OF CONTENTS ~ 4 ', ARTICLE 1. GENERAL PROVISIONS rte:£ Section 1-1. Purpose of rules. 1 r,k ' Section 1-2. Positions covered by the rules - 1 r '' Section 1-3. Administration of the rules ' � " F 1 ,� =1 ' Section 1-4. Departmental regulations. i '' ` ,'rs, [ "« r ARTICLE 2. DEFINITION OF TERMS 2 ";�: t<t 'l.; gib 5 � .i,,,.: «, ARTICLE 3. GENERAL EMPLOYEE POLICIES Section 3-1. Equal Employment Opportunity. 5 ` `4 n7 ' `� Section 3-2. Affirmative Action Plan. 5 N. 4 ,f4 V. '''• `ti'.„I Section 3-3. Alcohol, Drug, and Controlled Substance Abuse. 5 , ,•..`t= .r ,. }t. 'S 6= Section 3-4. Acquired Immune Deficiency Syndrome (AIDS). 7 `'t , . r, s Section 3-5. Health and safety. f . ,G.`,-.e r Section 3-6. Smoking cessation and "smoking permitted" areas. ,+. J: x, t„ Section 3-7. Applicants and Employees with Disabilities 10 t' o. ':, .".:4'.L' i1 [ h5,,,tK+J #4: Section 3-8. Attitude and appearance. ,1,; + Section 3-9. Uniforms; clothing provisions. 4 11 p ", `."` '' ,q-i.'4,:‘,..- ..Section 3-10. Commercial . j , 1%� a +;$`f��F ARTICLE 4. APPLICATIONS AND APPLICANTS 12 , ' Y < ;: � < Section 4-1. Recruitment. 12 t �' `z Section 4-2. Application form. ,t. .' ''''.''''l Section 4-3. Disqualification. 13 ' F`i , Section 4-4. Disqualification by reason of police record. 13 -�. 4, =: ,rte• , �`! '�••kr'A. 4 Section 4-5. Examinations. 14 i ' o� '.:-I• f•• ' ; Section 4-6. Examination administration. =' r l•s; Section 4-7. Rating of examinations. 14 ., L:}A,'.•, ■ ' Section 4-8. Medical examinations. ,, �,. .' ``• ,. :' 15 Section 4-9. Residence requirements. r°+4''• .`• ' ARTICLE 5. APPOINTMENTS 3 4 ;`` Section 5-1. Appointments. 15 $ . -4 .64`;`'.1 Section 5-2. Appointment authority 1``'' #• ,. 4.',,,,,,,- Section 5-3. Appointment forms. 16 Py,oi..gyp;, ° ` Section 5-4. Transfer. r"�` .),,i:°� • 16 •`'Y'i'JI' ,:,:' Section 5-5. Promotion/Demotion. 'w '"t`'s ; Y ) F,f. ARTICT.F 6. PROBATIONARY AND QUALIFYING PERIODS 16 i; ?4; t Section 6-1. Purpose. ,3 �.R 1 V Section 6-2. Duration 16 ' •.f, ,-p t r; ' ,, `" Section 6-3. Evaluation and counseling. 16 1'''yL 4 Section 6-4. Extension of probationary period. 17 ,.',1, .,..,,,.,..:j i�, 17 " ' � - • ,,,, Section 6-5. Termination during probationary period. .`r .,,,_, + 17 � r.� r ., Section 6-6. Completion of probationary period. • Ys44 . t • V,F November 1, 1994 k 1 ' ' 4 tj [*` A�rr� ,i,,hY, :;EY: rre'"':fit rs �� any.`�. +A � t.A e:+' �' � 11"..3.11. r• 11 74•cii't,,i?ct Wit+ tY :k11 a''��r�';; is #�. 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' ��,,..yy �p+{� ,yy� ; :;V. �"++tir 't2a �` x f. .'�J,. r� t. ;.. ,yfljer }' ti' IYi �j;x j '1: f.•llti y+. �,� ,..;, a .a ,�'•;,c��tr ,:',,,:ti,,.;',-,., I�t''fr rJ,•,1447,;,�.}' {,� ,� + � tr ., y, t� ' �,{ /,.. t fit.+:da`Lfe a;.+ �,53,:.`f�"-• "leaf II st.'• 4 rN. -` ; 1 .y �, J-r‘'l' A t v+ s+ v .[« -`Mt••Sb'�'+�.; , i....•. 'e z4`•kI k. , F•., ,,•.. ,..{., 'N •...r..._.:•..L. .... ' 1. •.. :,'._ ``,•' . .',.. 7.-• ,. t r Nj ;:r' � '�i�i a r{i� Prr •.1 f:. t 1 1,.. a ; ' t Ne+•• r '', Br { Y: Section 6-7. Qualifying period for promoted and transferred employees. 17 rs P1:'' �, Section 6-8. Demotion during qualifying period. 17 } . rk,., , ; ,,r. j. i°'; ARTICLE 7. POSITION CLASSIFICATION PLAN 18 ',,•.,,, L' 1 Section 7-1. The classification plan. 18 'AMA, Section 7-2. Purpose of the classification plan. 18 { t` •' 1 t ss„LCI.:.7 I Section 7-3. Administration of the classification plan. 18 :1,..0t0',04-..0%i, ti ,/, Section 7-4. Classification of positions. 19 "i Section 7-5. Effect of classification changes on incumbent 20 '< i s� 1 a{ ••a '' i t ARTICLE 8. COMPENSATION PLAN 21 'f : 'iS1tkr tart ,�•t'}�. Section 8-1. Authority to establish salaries. 21s'"'" Section 8-2. The compensation plan 21 . fi 4 i 4„'.:• ;, ,. Section 8-3. Standards for determination of pay ranges. 21 41 ``' ;,;•. Section 8-4. Amendment of the compensation plan. 21 } t.: i1" ‘14.Y Section 8-5. Total remuneration 22 ` `r, Section 8-6. Dual employment prohibited 22 ,, .4.4,,,' ': , Section 8-7. Special assignments. 22 , x"r Section 8-8. Application of the compensation plan. 22 k' i'�' Section 8-9. Beginning sal ^i ' ., salary 23 -. �� i;. Section 8-10. Salary advancements and bonuses. 24 � ,• `�'-",4; _' Section 8-11. Pay rate adjustments. 24 i s. Section 8-12. Temporary assignment to higher level position. 25 ;,. ',�; ;;` mil,'; t:x. . Section 8-13. Overtime and compensatory time. 25 ,.'.r. t ;tl 3 tv.i. Section 8-14. Call back time. 27 '°"`'r? Section 8-15. Stand-by/on-call status. 27 -i'n°' , Section 8-16. Emergency alert duty status. 28 14t ' a`? 3 f.,, Section 8-17. Pay periods; pay days. 28 Y'i c Fa ); f. rr::� Section 8-18. Compensation for leave taken and hours worked above the work ,.; ." , schedule. 28 `+'' k„< . _. ARTICLE 9. PERFORMANCE APPRAISAL 28 ra i.„` ' 4 L'j� .� tir Section 9-1. Responsibilities. 28 ` F 4 ��s W;' le. Section 9-2. Employee performance appraisals. 29 ` t:e?', y °z A'• 4'44,`"4-''4}'x7'1'^ '' ARTICLE 10. WORK SCHEDULES AND ATTENDANCE 29 "='j"'"'-' Section 10-1. Regular working hours " :-.4.,.....,0:-; ,",': ` exceptions. 29 1-::x0Yyv'0f,,,, sr, -r 6' Section 10-2. Work schedules determined by department director. 30 Y? ,,, t, ` Section 10-3. Required attendance. 30 4.e.-,.,':"4:,07,-A0".o f > �". Section 10-4. Inclement weather closings 30 } ' Ire Vic; 1br.;tt','..,,„,••I. ARTICLE 11. PAID HOLIDAYS 30 v,, `% ',;t :'' A,4',,'0?r",g',_t t.+ts', ,Faf ARTICLE 12. VACATION LEAVE " `F-.:,,, . Section 12-1. Amount Section 12-2. Accrual 32 ;'r' 0'-:: :`c {{,',t Section 12-3. Payment upon separation. 32 `'!.t �:' j{F9y y, �� ' h :.t ''', ii November 1, 1994 ..,„\,''i,,: :,, s ' 0 1 r r.„,t;,t0,,.y 0,,,sY?::.:11'�°dl ,^,.',:;10.�),,rt" .y ' ,' xr' ;r _ ,,�,tr.b .'. ,1"."..",".;.'",+1,1:, ! iiiNiw ilebt.�"ri 4(�,4!'$i Zt.4 •r(,(» .4 t{fi 1t, .dr t .;., 1,, ,':S' "t i A ,,i . ", v. v:,,Fvs.tgs. 'z; t ; is ,, s •r-,h ;1jJ a4' .}y,,-,34 kz.,..e1.x.,q' ,¢r) „�s�,„ 'f e4,4,'r,,(: ..g , ,;.vs ,'fi t-iii;.. , 2, t iG.l . =k'j',i ?.'s" } Sl+tt:�'k4,, ' }TM r:C ''+ .t t. ,t' ',Y' ''','-''..•''',''..1,�;t4 r 's'-.:11.1t1,' �h y3,v, " t1 �j b”`S `'.t'3` ' i.E .r.;, ',tt. '1 1,, � 4}� it •: , ;ii . 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'1' a t,,.' •,.}>*ht. >2}Z} Jt .r k` , �k' Kai 7 1 y .. r2Y. .I : k S r ' � ,'' ♦''frA, �+ ,,.t` . i,. tl�N" .4 ,.;,:x41: ),, tS .;A ' t`'` ' ',,i 4� �rI i 2 ,a�ax�,' -fr,. s n .{ }" 't i• ::s: Y,y t y,;t -','-'>',4.,i }�r •, i pJ !°„.�-t.}?�xt .r( f r i � y .',1,',:‘,:,;P. t, 7,,4".,(,. :,j; f r -.,.,. •�"'t;}rat•' ,. a,,,V,i„, r ar ;. #.v v.t'F*.,,,,..1,9^, 1 441`1 .. ,. r., . ..p }. .c,. ,"rnS ;s`!"• t T .v. :4,!r t4Ys ,.rl,.� Ash t'3., . 'ut�.e • •r ��=,, ...;?$-. ?3. � .,!ra++ar`:...�.. ......-a:s;,s$3;..ai,.wa'itr+ ... ..... , l �,,},- ,• , .. 1 :1 1 , ',F . S •(.f.t'}Pt 6 y } d.i'i 410 id t Sr,1t r .,t4 4 ,: 1 x r z1 Section 12-4. Holidays occurring during vacation period. 32 x.-4., ,# W ,i • t w. Section 12-5. Police and fire department vacations. 32 t - y Section 12-6. Use of vacation leave, 33 'f °`'.°; Ett, , �� Ct , t`;' ARTICLE 13. SICK LEAVE 33 ; a ,. s>':'r ' Section 13-1. Amount 33 , , ._„ V' Section 13-2. When taken. 33 4:4',•,,,,,'4*, .. • `y Section 13-3. Accrual. y� • fr 34 >� `!2,=2 Section 13.4. Incentive program. i'': ARTICLE 14. SPECIAL LEAVE 35 ", is '' .'1 - Section 14-1. Approval authority. 35 0 t i¢' vio, ', `, Section 14-2. Court leave. 35 '.Lr, 35 �.' . •,.':;,;.1,r1. t t Section 14-3. Military leave. ' , 4:; ';• Section 14-4. Military training leave of absence 36 ` ' 5 ``r,',• ,. Section 14-5. Blood donation leave. 37 ui ;.. Section 14-6. Maternity leave. f'4`:_ `''+ , t'r i={'` Section 14-7. Family and medical leave 37 'y:t; , :,;: 38 ' Section 14-8. Occupational injury leave. `` t.- 4..y `v, Section 14-9. Absence without leave 38 ,9:r k, ,U i�: Section 14-10. Funeral leave. 3^: L S '-.F t' ` ,"s,..,:,. 4,v:,,,,••.•Y , i, > `,': Section 14-11. Education leave }ij-'v� Section 14-12. Special assignment leave `� ' :* k,, tier 2 k.,y.'. ;,,.fe w E BENEFITS >`$ .y` >,,1; "; +p,'":f( ARTICLE 15. OTHER FRING 39 '. ,'A Section 15-1. Health and life coverages. ;:- �^ Section 15-2. Cafeteria Plan. :,:f,,,�•^ (os. , Section 15-3. Retirement plans. 74, ' "4! ` ;•: 1 : Section 15-4. Deferred compensation. 40 sip ``"1 ,, Section 15-5. Credit union. K Section 15-6. Employee assistance program. ` 40 I r r l Section 15-7. Long-term disability insurance. 4r :• ' Section 15-8. Education plan. 40 � 0.,t��: , , 41 i Section 15-9. Training +4 `+ R 41 r{, ar , ARTICI.F1 16. SEPARATION AND DISCIPLINARY ACTIONS " p'1,., ` 41r^.', :;fl Section 16-1. Resignations. ;,fir&',, : t'' Section 16-2. Termination, 42 1y.,,,. ''..``':,' Section 16-3. Reduction in force; lay off. ."' 3r , t', •• Section 16-4. Return of city property. `'' A j.f�f.�, 5�,.�r. d Section 16-5. Discipline. 43 r '`„ `!• Section 16-6. Disciplinary actions defined 45 �,,c �#It; . 4 4.: .1,, ,,4 ,yZ.., v �. '<' Fit ! ;y' ,,,,•0,rsr ,,' ' i4."ii; t :". 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"4, rigjp.ir{:4.��et,, . . 1 .��1` i � 1, `.;%+yf:,';'.$1 t,3 <: 1;-s-.''' :t t•.L r`,"s 'r.,74i,,..,,.„-xi yap. :'J:.``, "t it`'.f'. +� ^d ::i. ,, .;g, :'<... .,gg�- ��jj�� 4 ,,g v''�.'"t�. 3� k,,.� Kw u rtit �, `�?": ��v�f�.`'a ,�. .. . I i lk"'1 ,.41'``9t£$:CA44'''444!w?''' Tr{1 :��i� ".'le•,i'' '£ I(,.r .•. .. ... 'i'fii�i J;'3,x. t ...t: I ri i Iv Y.i.r"} .f: ra.. 7R Sj 2.!.N�y �•.1 <1+' Section 17-3. Police. ` •:.ks` �_: ARTICLE 18. RECORDS AND REPORTS "y. s," c . Section 18-1. Personnel records. 48 -° r r qi ' Section 18-2. Service register 48 r+ ta1'.;f si,_. Section 18-3. Reports. 49 ; ,� Section 18-4. Public records. "tfr:; ' ,,p- 49 r , ' ARTICLE 19. TRAVEL EXPENSES 49 b r, t , Section 19-1. Policy. ri,.',,.,".,t. 1 s , ,.. x.� s: 49 ,, fir; ! ' q "r£� Section 19-2. Travel advances. • 5� p Section 19-3. Reimbursable expenses. w"„ '" •' 't Section 19-4. Non-reimbursable expenses 411414;:),,,;4 50 F `4.',l Section 19-5. Vacation combined with official travel 'air ri k, •". Section 19-6. Travel reimbursement or repayment of advance to city. 50 b ;� r �'` Section 19-7. Use of personal vehicle for official business 51 -a `: 51 rft ,z, ,. Section 19-8. Use of City vehicles. ' Reimbursement rates and rules. 51 't «1 ,,, , Section 19-9. Reim "Ac45'3.4 it, ARTICT.1 20. PROHIBITIONS AND PENALTIES 52 E Section 20-1. Participation in political activities +n, ?' rT, +r., Yh t. I l' Section 20-2. Discrunination and sexual harassment. 555555555522333444 ;_£ ,; 'X Section 20-3. Nepotism, restriction on employment of relatives. ' employment. ?tky;`w• Section 20-4. Outside �''' . 5 , v Irt ,A. W,. Section 20-5. Conflict of interest. `; '" r 'n' '",. {� Section 20-6. Penalties =4,,,~ r , ,, ARTICLE 21. MANAGEMENT RIGHTS ys `x' `'` D AMENDMENT '„," '.' ' �y ARTICLE 22. SAVINGS CLAUSE AN ;,,,,,,,,,,,,A=,, Section 22-1. Savings clause. �` ;'`' ':,Cx Section 22-2. Amendment. .{ 1 i's•,' � t J ,rt0.;4•Z;ry; r '.1.,,.4 $ .rA4r1,: S a <°� E id d£ ,. 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'&::tY (. � fir ,, 'r�, .. i�..lYy't , i� .xt : • i 4 �5 . r1�.1,. etf h�' '�Stv 1t Ar 7 y ' £. i { k 'il •. .I .d / t ""CCd' ,' C., k,b4i ..it. ..k, �,N t. !`,`�{ .,q,$. i 1 4..'' +1 t"",,��, ,' )ti a •• , ,sY y.e "§y k. .I /M. NiM:ir..iWawf` 4.'i 7n rY t• � '.r A. tn +� , ba1'4P)IY1a 1,.� s.datw+w V : 4�.7} 1 YY Yraxe�... ,._ ...kwn,ur••rtt tir1L <e . . .. l i. { .lya r t t' ', < , Y � t 1 l` ,fi... , ki r ,C ti" ; 4 { .j t j' N + , t f S� t S ). f fi 1 to,k r t i ARTICLE 1. GENERAL PROVISIONS t ' ::::;;;;;;;:i14::::;''. t ' Section 1-1. Purpose of rules. e sO{ i uh`y�'iri�;'q�4,kA;',.it: It is the purpose of these rules to set forth the principles and procedures which will cS r,. r: , be followed by the City of Jefferson in the administration of its personnel program. They are x,;1' e >y a % intended to establish an efficient, equitable and functional system of personnel t,�', g,,,,u administration which governs the appointment, promotion, transfer, layoff, dismissal, ,, t` '{/ ;,,,,; discipline, and other related conditions of employment.They are not intended to be a contract "' between the City of Jefferson and its employees and do not create contractual rights for i' t,',,..7, , p1 employees. The City of Jefferson reserves the right to change the Personnel Policy Manual 1P,.,: , `' 4 ! at any time by ordinance as passed by the city council. 'i "„,,,`+i. ft fir' ,.r,, Section 1-2. Positions covered by the rules. �� r l: a;. ..� gyp.„} `, . : These rules shall apply to all positions in all departments of the City and to such other yYrS} `” `; t positions as may be provided herein, except that provisions of a work agreement when in zvr ° conflict with or su lemental to these rules shall be the applicable rules for employees `fi� °r, f', _ covered by the work agreement. "p' it f}.. r #" r , tfi rjF Y, ,r Section 1-3.Administration of the rules. #A'F, � (a) The city administrator, under the general supervision of the mayor, shall be (�trs � •.:•, charged with the overall responsibility for the administration of these rules. 414.2--'5,,,),.,,\:, , 4 ,.1 t...��.Y :::41:::::'':'k(b) The director of parks and recreation,under the general supervision of the parks i ; f'`',4,.. and recreation commission, shall be charged with the responsibility for the administration ;�';'::.,:' ' Y P Y P p f. ., . of these rules as the affect em to ees of the arks and recreation de artment. ,, : . (c) These rules and regulations supplement the powers of the Police Personnel 1 Board and in no way supersede the authority given to that board by ordinance. N , 1 °- :• �,.. '. { s Y 4 Section 1.4. Departmental regulations. ''' 0a�* � :., .� ; .,: `` '':' p These rules shall not be construed as limiting in any way the power and authority of �'�p `, • e:r''.4:,qq Y i; "..y� any department director to make departmental rules and regulations governing the conduct a:',i::..: '' .: and performance of employees.. Departmental rules and regulations shall not conflict P.r.. n.'�,:; ; •:: , , with provisions of these rules. Departmental rules • shall be approved by the city :;., administrator and shall be published and a copy furnished each employee to whom they 'e' ;, . • ;,:;Y, apply. Such rules and regulations, when approved, published, and distributed as herein fPitpw: k provided, shall have the force and effect of rules of that department, and disciplinary action ;; i t'•: may be based upon breach of any such rules and regulations. .,,q ' i• t Ii ilk ' : a c 1 Fl iii `; i, :: ; ',', 3,4•, „,,Y ENzr A . '`;? 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Y�k¢'7y' 2t; ��yy ;•� '.:��7}�ky ee 4M1ti .�'� 4pt 1 .ter .,z.. rS,ti t. �s � , I +. r 4`l. 11,t .,�'' .t .� 8 1,�.^:1 4 t S F f,Y r, „ F, -W: d. 1 . �Y,? r * 4 j R, :,, i+ 0' ' w,m+ ,.t r a:vr. iii. #�; Yt ',r:�;��},'j�'�,� ,��•,i•t�� `,J!�i�s .C. } �� „Y ,, �.{ f ',;ra; l W� �}ex.,,'; �xl�n'�. ttl g�+��•;.�+� �ti t t, •.'� � p ,tF� {_r ti. �,,t .'iMi f' rr�,�• kvk 'J1rV .1 .L ,.� r '1 t�; 3l �� rl,� �r .it?,`�.9.:�5, �t;,:��':. `�i';'S'�.t „v,p '"ip 't,�P.-,�`i.,.,,.4, .>�ii, ,- . t .:k..:6t.{a s. 4 1 •t..1k/ 7 ,y3 clSR t t. ,44.4.rdi Y''�',.i' ,�•.` �'KE.E'T "45 ��i'•�"Y (� �'..h•A .i' s.i a P'�r .�2 V � �.Nit �. J,,.. „�'.a• ,;:,. �,{ �' :�� :�.; r.t;;�• ,�t, Frf hj� 1� ?�,1.'+�+t y�. ..x., �{�`:•,� f,.¢at ';,'i,.e � ,ilk 1 + k: ! + �.t �? 'ti k; 1 71x319�G�,:..t4r'�`. } ,'.�y� S;tv'$I4`'A,k'�:�� {•`! e,+t4` '2^:4cf.mR a; 3�, 1 y.,r. t rj.: r +e;. li 1 '.i v�krt:{ p..' ir);,, 'rte i ,n+ '� '. ,.10:�,ca i#,,,p c-:;Z .I,1i, ••57.,� 4'° °`�+, ''+'t•, i.: i' ''{ .t ¢ ttiZ")�µr., f�. 1,1 si' �t ;e. t •ic' z.`' 4L r.p:.;.s:rr.7, .,art,��+ • M:.i$r' ..-; (i;,,off ,;,i Y,W ..Ut 7. .�.• .r w�, ,9,. � k t �tK'�t ,.�e:�;;. �.� Y ' C.SUt.N, 4,kx;t,�',�X ., ND '.{ "t;h.r i,. .:?'� .t'.+ 3� Sr ; * y ti 7- ,)• f rk.'y�+"v`;�rdt- :'vu.C'.icl.. J./rhf ,. .dl * Y' $.x�.k rj'ti �3w;'' -r r0"' v.t�:,, ;, i-•.(,,,, �" ..in, r .. a ..(':1 I �' .r:4 5 c,1 o,v- q,.r r:"4L` , �/t� aG'.� :'t,�7..,, ;.f .t'S.��,t'�,r ,.,,... r /�.'i` .. � �,� , � .. � t,t' ,� ! �.sxf 1'•{,'..d.% r,itr'�<,��'F.'}'i �.1' !�j 4 .,� 1 w, 11 i .,A .` ,.'0 , ,M* } 1.!'l•F '�q t(}}1}, k T� '�1 :1+� � f 1 t �..yi,. y ... rik". . !. :. ,. ..v �;;kr: y ,1 ,' f i. :!" f i t f" , T' 7.t' .t .1 r., y -,� t ix z. , .'^�,{.;�T...'', + ,i 4 5..'','1?ri:. "�,yqt,th , r'f 'i'^FF.+3,ay+•�t:.t<,l."}y'Arx ',": , r' > L , : t,• + i 37 s.c,t.^ '1144 Pj'a�ri"/ ,- r'.‘...;,.-1,,,,. � '. f. � .wry{`1fie��'�,� b¢�#l.Y ,w ) v++`+i?4 �'�yt.tt•{i.�}.,i�"�C-:t42: t ,., � n�atF�in,swu.:.Y. `a..»an•.^a,c°..i'+''" Y t .-. . ,."ar.s v__nh.t. ;��s .,.,. .,.. .:.. I� r,.+�.t,,,! �' '�1. z5^ •t,S.aR.^-s. 4.�tL...a.a_,ki..-f. nta +'At9 {iit"t ��,- 1• Si i .t. i4 yr$ +. ,t xy if.., , i, j t, r-, .t , :,, . , . r,-,'';';itsr.r13,11L.°':!4='!1,-1:`..:'-'t ARTICLE 2. DEFINITION OF TERMS ••• The following words and phrases shall have the meanin s indicated throw Nowt these R1, 1; rules except where the context clearly indicates otherwise iversary date. Date of appointment or promotion to a position in the municipal ?�.toir �• ,:., U �: � tiu' service or date of transfer to a different class in the municipal service for current period of „4x#f, h . continuous service. Persons app ointed to city service prior to November 1, 1982, shall have k;; ,,,,, t „',...i..,' f.+ •',, their most recent merit pay raise date serve as their anniversary date. ••;'}t ;1tr,, ', E f Appointing authority. The Ufficer, employee, or board having the power of ),}s,� , ,. °; appointment and removal of subordinate positions in any office, department, or division, or - y ' ,cz` c any person or group of persons having the power by virtue of ordinance or other lawfully r `, r ” delegated authority to make appointment to positions in the municipal service. Atig,° . . z ; j=• th r vft`i,,,/,0. Appointment. The designation to a position in the municipal service of a person who ,,y eta t=}, has qualified for the appointment through an appropriate selection process• „k , ,�'v .�., 1 r, N�'{r 4''xk�• p 4:i, ' :;; ointin authorit with an a ro riate ;,-*t , ; ,'., (;; ��, Certification. The act of supplying an app g Y �p p gipp•y, ;�,�c : 1• ,,� number of names of applicants who are eligible,in accordance with legal provisions and these �. , '"` position. � f, ,, rules, for appointment to a -�' 'v,. 't' r. The duly appointed city administrator of the City of Jefferson or '°`• ., i.,.h,}:`. City aclministrato t,ri. al.' ' ° his designee. �` \ , `Y 523? °.S fi t� �{ •. , Lh `� tiv' , X .. Class. One or more positions sufficiently similar in respect to assigned work duties ,-},-`' +` and responsibilities that the same class title may be reasonably and fairly used to designate ..a3;,4- • ; �` each position allocated to the class, that the same minimum edification and work experience svr` �' ':;u` , :; qualifications may be required, and the same salary range may apply with equity. yy;r'j It. A i. - : ,.tit, Classification. The original assignment of a position to an appropriate class on the i } •• •. basis of the nature, difficulty, and responsibility of work to be performed. . } '•, y;, ,: , , Class series. The arrangement in sequence of classes that are alike in kind of work r :t 4 F ` _ responsibility. = :,�, `.;. , `' the level of assigned work and ' '.4: : `.`, '� , ;t i and responsibility, but not at t Covered employee. An employee who is covered by the rovisions of the Fair Labor r;.•t,=,;,k,.,:. articularly as related to overtime. : #+.'4 g`' ' ` Standards Act(FLSA), p '_, 4''{ ' a ition �.2-;%,r3 .-, Demotion. The movement of an employee from a position in one class to ,;�,.7, , M .,• k zi in the same or other class having a lower maximum salary rate. �Rr„? �.; t ,v a• Ali:' t:'`rU' .i', .,..qk Date of employment. The date an employee starts work as a new hire or rehire. •• i1;1',v:`t, ,.., dj .t.:r ntHyr!,5 .. 4 e ' Date of termination. The date an employee separates from employment. .... Cit or Parks and ,,....../,,,t+F,,,, •k``"' Department. Any of the departments under the jurisdiction of the City r '- }.� Departm = ' - r:' recreation Commission, now or as hereafter established. } ° � ,,4' '1,4';'� 4 2 November 1, 1994 `-7,,,,,,,,'..-., tr ' ',, .� ,rX + + �t . . :s' � r r :,� ,.,•,;':.:yt �., .}. t r. � , ,r, i:, r... y' ',1.4,,•„'.k.,•�r,t��."�m„�� +,. ,1t.T;{•t r , ,3+. �.� �' .:�i"� vrd .1"}i,* •u,. �iF ,i`i,. c'1h"i :�i•f t° .u, cc.,;,, -\.!. ,r4 T,e;,,ti1.,'�.e,,,. ;'4,X, .x+ r. .,. tY•.+° f t, :,. •:; r 3F...A, E" . ', .r ,+t "$ i4 a,• .t' ,.t`•t, ' T >', :7:4��.v. {".. 41$. f }1��%. ..ci :' .{.'.! ''''''P' t �� d r �}�j• .o n a',t. #'.�. `��,jj .0 {,;'i a S,, } . ,+f� -�%>, '�"v,. ,ti', �f�i` 5.,�. p..,,, , .+.,tom, .At;;:S ,�...o ,ta'.'. y "'6r �9. :•�..t ,'�: ]:f,� a, r,(tf�. stt. , r•.. :,'``` y;�`, +.r k �.p Yt .�. Yfi .a i !'.��'�} (' .fi ! .f. 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The officially appointed director of any department. fY 0'•': t ! trr" Eligible. A person whose name is on a current eligible list and who may under these :=x7p 4 .: „. _;. rules be certified for appointment to a position in the municipal service. ,.- k. ' Emergency. A sudden and unforeseen happening that requires the unscheduled i. 4s j P y. services of an employee to protect the health, welfare, and safety of the communit . ``" a£s� , . 1k'Yi Exempt employee. An employee who is exempted from the provisions of the Fair •t t� 4, '9,'. ` ' Labor Standards Act (FLSA) by the Act or who is not covered by the Act, particularly as it ' S r„, 4 • relates to overtime. i{�` ' ''' ' ' =ire administration. Members of the administrative staff of the fire de artment including the fire chief, assistant fire chiefs,fire training officer,public education officer,and ,y { 1 clerical personnel. i 0-y:-' .' ` ':: Full-time employee. An employee occupying a position included in the adopted annual ti?.j'5f ' ' �'�' �' ri vt is ��.,fit;,=',',, . , budget that is neither specified part-time or temporary employment, nor limited for a period ;ikyu,,4,,,.', a''j of less than the budget year; also any employee occupying such a position established during , :,,., - ,,, :• t a given budget year unless the appointing authority certifies that such position will not be ;4,,,...>„„,,,,...,:,.. g PP g y P k,,,, '` continued in the succeeding year's budget; the hours of work for which are approximately '' i'"�' 2080 per year. :e , :,;,„..;,',. 1F. }fsz k }' :4','” Grievance. A grievance is a complaint relating to employment, personnel rules and �, ' ,.4 regulations, 'working conditions, or relationships between an employee and his supervisor or ;+ ti other employees. ,, -a c `',_ . He (his, him). As used in these rules, the words "he," "his," and "him" shall connote `,i:ji '; ` '`'':€ both masculine and feminine genders. ``'I..4. f. ,k • tt fp-Immediate family. Husband,wife,son,son-in-law, daughter,daughter-in-law,mother, " tr `.` + fir r. mother-in-law, father, father-in-law, brother, brother-in-law, sister, sister-in-law, v •, • grandparents, and grandchildren. » 01° err• responsibilities,and .,, Job Description. A written statement of the characteristic duties,resp x/"W '':.'_''':•!' qualification requirements that distinguish a specific class from other classes.. ,; , t. i . Tt *• , �. N FkII'. 4k ; Layoff-. Employment separation made necessary by lack of work or funds or other y ;..6t,{ reasons not related to fault, delinquency, or misconduct on the part of the employee. i ter ; * •1:543 1kY 1 Original employment date. First date of official appointment to a position in the t A municipal service after appropriate certification and for an eriod of continuous service. fo Vii;, `.1' " ll mean both part-time ; .., �,•:�,;,� Part-time employee. Part-time employee in these rules sha � .�,;��:=:;;Y �` +..1< employee with benefits and part-time employee without benefits. � + ti + kk, �'=t'�� Ti�S'r t. 1•. 'r .u�y"lr stt+ ✓. T,i•4 .,.. 3 November 1, 1994 31;,,•,'riK' `,`''•. 54.3`.40., ski' ot Ij r � ',n"+r.)+{!•..t:.,� :. s • .s,".S'. C., t",s+.s'7 ti i w:l i,`.'{�'.'�,`•}'r t' t`f�+ � 7 ' •i-10'e, '.. . , '. t '2,.x fet� t j' � Q r ,,K i : NI t ; k yr + 7+ 5 . 'r 5�« uWY " a �. ^--i ,•,•.. .,m.« f s .� n v ' ..t,. .j� ( + A C3 ,' "yo ��;,, . . q t ` 7 t5 • ; a�ttii YyJ f �G' !'40• : r . t {. ��t� . }kfS^ 'r;!5 ,,,nt t " T•S,1 l } �' K .4 f4) i" \i .r,. i.:;itr �kN 1 ; •7„ r4 ;t tsk=. _t . V yp,' . A 1 ?h ,, 'YJ d4'ti, ' r 1 !,' '� a t Yya,Y s!,'I r 5 iitt tf,,M£ :,.,4,.6 ' y ii,A ' � { ,5,�" :04, t .g ..fn :R.yli �+«h a,::i ;' a f Y ,r�_� �� t , :i a� t;,� ,c.i.R !',,:P" L� 1'. t kiS,1;9 f.'r5 r 1,4i" + . i .� '''''t ",'", 1 I f.+? a tY ,t 1 ) ra( t r. : r ' :5 r � +� .. k i.,,', h � 'i: J Z{;/ ifI,t i;. si�2" e =;,%aT•; a ,t1•,• , ',..,0,140.40.A. �� w n,� k6,�a:. . . .t '. s r i.. r tY.' � ,t / 1 • r,�5. ,,V"?" r.t. ht. . ±S. 4,�t rA ..t 4"Fa .`4a44•�" .A,•.1.,9.:.g ��is-,�+, ; 't ri..?. }17 .��tIr;.4i�Ja,0• .¢.C i r t r� ,j , i jr t' ., M1 : l$.tf N�M <�� t?1 ,� r,�y, J'lF . .,� .r,.!- ` ,y Y 1 k� J�. f F r i{ . s : � iv � .:, . �t '.r.{t�tV:r'i . !i 1 C y '�r� M, a ° �" Lr+.k�,i;,,,G,i.i; .ry {S r ? . :; . ' ' .L`, r , t: r :r 5 n ? "'+t t i . x t , : :!:' ,'r;`c,V. rt lT.N.?, ,La'''��Fbk:4t •w/ie i iM1 . ,y t t,* ,: S :.:. :.t, i t . r'a s.:t,j r , rs 1r.e l 4' 'L1 t.x;Ti'-.'" _ .S� rr k. 'j. r „F :. j : !• 'r„ kk . .; ,k% ,r Y.r• �u o g hFP !• `1 sty i .l`�`k^: ?-::: Py" 7,"0:''v7,',7.., y , ttl v,•, r - .' i 1 i;, ,,,,,,t 7,,,,;,* ' 1! n 'tla` F ' ''':',1'."' t;, t° "'' t4 si r�� ,,�n t� :.�� to�� .v. "�+ 7 ;,, '�3_+a•, t tt tx r,,t � .Ifs yv r�dl rtt�� !;` •. Y �, t. S i .�j:T� 5. ., �� r: ( 'q1.. .,ki 1 +� ,..� i Ur-0.f.��.�S.. ;Ai�...1.�5i , ! f''c+'I'k��' t; ,. 1.1 •p*k*b}�9,e , i,At, . -v,. ti 11s.,a i y,i ,t ..f i,,? f'..,71' , .s. �`t '*4,l' i3, ?i,,PtR 5I∎,, „d f . .� .+�, - 1 .{ N�ays,�'t � .,. .;.Y,� -.:"41:L::•i'C +n .s4:R w'7z � l'.',"4"' A�. ter` t ,,y� k�.f , � yfr�t' 1 aP�` �. r., -..,:.''.`..'•.' �4t t ':11 .i. .,,. 1.�,�.a.'�t 440, '; Jr.st '�' iEF,,,.& f :ae i t a +.,..}.: CE 0.4 4 t.. ,...,f,•,,",., 1 , .` : 441,5:1'. '� r`. :..:$� *i!f h�`s�•rn� ir ��<Sd_��9xP+fw:.;,C�::�iwv4x3t:dkk&�� m4�id•nta •.;is.. :N;.virw.+crE + .i„ i t t ' , ::c a J 3, i�tY.T„ �`SS r t f'? 4' Part-time employee with benefits. An employee in a position scheduled to work less �' ?' r ,7 •u-l:'., •ah ✓r ?4, :4, , than full time(2080 hours), but at least 1500 hours(including hours of work, vacation, sick ,-.......g.,:,,,,,,..• , r' .., ', leave, and compensatory time) in any twelve-month period. 1 . , 4'` Part-time employee without benefits. After November 1, 1990,an employee hired into $, , ' a position scheduled for no more than 1499 hours(including hours of work and compensatory -,,...i.:,..4.1.4.40-,.. time) in any twelve-month period. Part-time employees who were allowed benefits prior,to 4.='° •, t,.', November 1, 1990 shall retain those benefits as long as otherwise eligible under the benefit Y`ci fF s'�r`;, "vs laxia t' ' t} µ P � 'V' }e ., ' f .0 ,, Position. A group of current duties and responsibilities assigned or delegated by t�rr>t hr?� �� ` com etent authorit , requirin the full-time, part-time, or temporary employment of one ro ar='i',, ' p y g # � y''�' person. +, ,` :. #'.,}t y � ,rrx P Probationary employee. A full-time or part-time employee serving a working test y. l � 4.^ '; t` d l period. 11M , i,°'', i TC{ }k. Probationary period. A working test period during which a newly-appointed full-time 7`;,;;: or part-time employee is required to demonstrate fitness by actual performance of the duties ;';;,;s� of the position to which the employee is appointed. rt,,' ` ,Vt,f Promotion. The movement of any employee from a position of one class to a position ,, of another class having a higher maximum salary rate. 3•' Promotional list. The names of persons currently in the municipal service who have .• 1,. ;., ._ ' ' applied and are qualified for appointment to a position in a class having a higher maximum ; f p1i k' � '' ,... Y salary rate. ' ;ti P Qualifying period. The working test period served by promotional appointees and �' �r 'r� ` -` "` employees transferred to a class dissimilar to the one previously held. � a6r .f„';-`' Reclassification. The official determination that a position be assigned to a class . :: Flit:- different from the one to which it was previously classified based on a gradual change in a b2r,, ', i, position to include duties clearly outside of the current class or an immediate change in a '94, f,, , . .` position brought about by a division or department reorganization or redistribution of duties. ✓.',�ti ., t, • Whether an employee shall be retained in a position after reclassification of the job shall be _. 'r y 1�, F�``� determined by his qualifications for the position as reclassified. 3t,+�yr.::< i 4t '�s`,y ','' Riff 4t;V;*% tf V t ' Repositioning. The official determination that a class of positions he assigned to a ,„ , • :..� different pay range based on "internal equity" (relationship with other municipal classes) or ,,w, :i {' �+ (relationship paid in the labor market). ".r' ''t' "external competitiveness relationship with wage and salaries ''fa'`, `''... Resident. A person whose principal place of domicile is within the corporate ,., , i - j • k, boundaries of the City of Jefferson, Missouri. , ., Temporary/Seasonal employee. Terms used interchangeably to describe a position comprising duties which occur, terminate, and recur seasonally, intermittently or according t , :. 1( 7yi li 4 November 1, 1994 '. t-1t t 't � . .,, I: 4, tCr;�y�t. xn �f {' ;•o ''" 'i' ,h, .+a . (. �v ,.. 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I ..„,..• . a M .,.t u 1 F, 'S CE t d' .,Y✓ r Y{ I..`•''n: r�Zi,.��,��;.,}�`-�'�� {< .,', t:�:., .r. ��z r:� �`:, r?��, +��'k ';�i y e `' E .'t,. r, �x*;, i.�c .m'i , .r .1� G�, g i`t .� ��, �. � ''' .� �'a': 'v,1�# S;.a„t t,r.;T',:....tW �,y �:,.}. a'' ce ft1.?,p b,t;+. r.'Y t '?' r' . I ' � ��d'trf Y,i • , ,it y.rg��`gre .. 'b./. a;%,r, $i .'� fl .4 t�y g„ti. %,,,ap i �"iv' , r} q �G,,s r ,}�?.:. r .il.r ',., -4t :: 4„\,', #!,.��_`' :k -v� �' r' v`�tt.��E �3,�,?,r ?� ,� c+�`.,•��t y `? ,.�'+�t'�:' ,� p7.�... 5' �t�; ,t�Sr,w:+z.+��i'•;t�'.� ,t,,.., r .,r r 4, a :'t� `,:'�,t'4: "'' IC 4k' 11..,+, d 411,`2,1?*i•+`';:3 4Ii t�,�,''4k C �s� 't?, r +t ,,44 1 02,* N 4' .' .tt i,; , ;S`tV'''''� td ''.�it r ;�, I''''1'<4 t �. ,E �>�",� �. s}, rnx„r�,, , .,•; �i re h. i,a ;i i a.• ..,�,,n. C }. 4 tz, rt ,}., �`r.4:1n%t', Y r „,. .... , `.,, •,+ , t ••'4z'.A4' 9 i. t l >4 ��.;r, S4?,. , •:JT't .�, .. ,z t'rt,,,� .�i. �,��;.•. ,4 + A� �+ t Y S ,,fv .r jib^ r't, i�f 6 � �4 r f a E S ,..14,., .3. 1 to f''''''''44''S .1drj• Y {t ,t:t: tai{' , r o -, t� ",-,. t t s 5 t � r . '''''t', '+ .� rk t +. --•.�; s tF S1 a , 3 bt,•. r�� 4 . .f41:r}d . � x `,.:4, -,,`:,.,-.ar,!!•T{Po't ^ ,,,, � - 6 ,a3tL4! , vi.,.:d'. taia VCfl3iev-"k1L,l4f,L ,... °.: .. J. •x.x.. .r . .,.rRi. a' x axtiy t 1 g r , '? '' ,m to the needs of the department. Such position shall not require more than 1499 hours of pay :1'''',s''..7-',;'';''''''{ ' in any twelve-month period. The appointing authority shall assign a projected date of �4 � termination of less than one year from date of hire and shall have such date made a part of .,r <,,i ,,,, ,,3,t a .3tr{�,,,. t� {'14th d i tai the employee's personnel file. �_.pr? kg, r, jf, 1 .. Transfer, The movement of an employee from one department, division, or unit of the ;f, f "'� 5 `? / municipal government to another, from one position to another position of the same class, or ; 7! ;' ,-,' to another class having the same maximum salary rate involving the performance of similar .,*t, ;3N �,,I ,:,i• ,.y { or dissimilar duties and requiring • essentially the same basic qualifications. }1 ?#q, P�1 ', ,' Vacancy. A duly created position which is not occupied and for which funds have been nr + ' �t' .. '' provided. ,;tti i specified in a particular Section or article. ,.,, i ..>1.:;,�; 'c'° Year. A calendar year unless otherwise - � { i V `T .y}jrx L:^ , !' ARTICLE 3. GENERAL EMPLOYEE POLICIES ,'F ., ,, iW, ti ' '' Section 3-1. Equal Employment Opportunity. ' '& . ? v It is the intent of the City that all personnel activities shall be conducted in a manner ;i' ; , 4`,,..-, that will assure equal employment opportunity for all persons, without regard to political , ,.,:. ., , _, affiliation, race, color, religion, national origin, sex, age, or disability. This policy shall in- 4` f .'v ,, 1 t . dude all personnel practices related to the employment process, promotions, demotion, 1,, , ,kit � ,� '' transfer, lay-off, termination, compensation, benefits, training, and general treatment of �� I�.pi rte !a r:. employees. ' ; •�:i 4.cp k�`^' :tom ,. ;. ion 3-2 Affirmative Action Plan. `4 ``• a 4ii,' Sect t .;i' The city administrator shall be responsible for the development and administration ' x _ of a voluntary affirmative action plan to aid in achieving full realization of equal employment r ; opportunity (EEO). Such plan shall include: - t. '' �� i 4`ieRYk',r�'� (a) A policy statement. i ' (b) Assurances of compliance with applicable EEO laws, '.t + u,.e, . ,,... ....., .1� kip :. -.';. ,rt{,;.-�t:' (c) A utilization analysis. '•' r f a the ?i .' 9 L, (d} Affirmative action goals and objectives. i °`i g ,~'`;� Section•3-3. Alcohol, Drug, and Controlled Substance Abuse. 'S,',:;•'3 'fir i is+. (a) Policy Objectives. The City of Jefferson has an obligation to its employees to take ,, y ' reasonable steps to assure a drug free and safe place to work. The City also has an ;ir y". e to provide quality and safety , '` ,' -, obligation to the citizens of Jefferson City and the public at large p q �r F,};,4. •tl=' through a policy and program prohibiting alcohol, illegal drugs, and controlled "r,.. :. services throng P Y P "} ''"`'" * 1 r�z,,.. substances in the workplace. ',0;,-,0?';. 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L ,, ! irr. a.ti 2 ) 1Sr k,. > .,,,, .e - ., . t+yti ,,.r1t',dtx ry'�j'! }t �",SG t� � f; i•.� .. .. i 4 1. 'i's1 ' '��^��, S, ,k .il'fiTm'=:' .'\�P�. 'i .' y y•f?:��_- _ y, `.' 5 .' L rt. ., i�. 4 r;tae.t,xr >z' ,''1:Ts r'v z ,%-A v ;'. ',i )Yi i''•t i. ,107,'",1 :1^P tt .:,tip }y SRdk,4' ift -lt r 4C ;'r` °rid"-. $af .,1,,{ ... . ', .„ ; ,t ",. :7 { 1,;. E $,t!-w'• :fi,1. p:a"a llrkr'ty r;6 .�fr'`". .vy 2. t r7r'' t2., {r rr S '�1 .J ;; .fir: ,","lit.'ft.«n', .I t y 1 t. y �;. ' � r 6...K, y r�.�z K.'..S tyY ,tv,,y.•:� f 1 t � } t � Y 1 a L.r .�',...i_ i., c„_,.. yy `� .,—,, .:,4,1,; ,k„.1 :i J.'6✓ri{ t'' mo „ .`' '� -eq.?: °@ 4!.T ` Y' - :r� 1 '8 1 a vy xa .. {:. ._..., . , a8 rrrn+v�ev4t. . i A... ii .. 7t 1r 0.%, +;r,tt t r ;{: ' �.. , + W� + • Y IX' 3, ft rr 7 ' t w? • r tY'} (b) Policy Statement. The City of Jefferson prohibits the unlawful manufacture, 4, ,' ., distribution dispensing, ' k;-,.. �'`�' ;` p g, possession or use of alcohol/intoxicants, drugs, and controlled a substances in the workplace. Any employee who violates this policy will be subject to t ti u'i i� 4`, y disciplinary action, which may include termination. ,s : •....,......_r 7 '.. Y!: rr 1 (c) Prohibitions. The mayor, city council, and city administrator of the City of Jefferson 4-'. t_ y reaffirm the City f Jefferson's policy that, as a condition of employment, all em. to employees will v; '>' `-. r.t' Y P Y p Y t.' 't t ' abide by the policy for a drug-free workplace and adhere to the following prohibitions: ;# 1..4.1 tel \ 1 ' iA'V P,'z t'«.,iq.4 Y 4r t A ' 1 (1) No employee shall report to work under the influence of alcohol/intoxicants, .:. ; ',', :,4 : t >:� fir,, r., ,., ■ drugs, or controlled substances. fir;• �;t.n, ( r�,� ?t,, i a{ h r; (2) Employees shall not unlawfully manufacture, distribute, dispense, possess, or I'',c J3'1` `,' e use illegal drugs or controlled substances in any manner(i)on City ofJefferson .• `i' `ki� 'a?'? %, premises or in City of Jefferson vehicles at any time, whether or not i';`{, ,:': performing business, or (ii) while City business { s ” '. n City bu performing y any , ; .vi.,„{ g Y usiness at an �.§.��:s� `��'�'.� '' location. An employee convicted of violating any criminal drug statute on or ' Jkti, Z.7 { :r off Cit ro ert will be subject to disci lina action includin termination. 3 Jr City property Y subject disciplinary Y g {� s ' 'F- This section does not apply to any employee performing law enforcement + �r r Y. i+: l�.w i.. responsibilities. .#.' t;y �;r=;err t' -t'`!:: kk,,� a (3) Employees shall not use City of Jefferson property or their position with the 1l` , `.%,1,, :.' City in any way to make or traffic alcohol/intoxicants, illegal drugs, or `` t J. !a=`" t f. controlled substances for their own purposes. i +,r , '" 't ,' ',. x : },-.6,417 ' t. (4) Employees shall not engage in any other illegal use, possession, or trafficking ;<<:,, of alcohoUintoxicants,illegal drugs,or controlled substances in a manner which :' is detrimental to the interest of the City of Jefferson. ° ;'`r, (d) Notice of Conviction. An employee convicted of a criminal drug statute violation r <• occurring in the workplace will notify the cit •administrator of such conviction no later than , s five days after conviction. (e) Notice of Legal Drugs or Medications. Any employee who is taking a drug or ;� 4'•' to.'�' medication, whether or not prescribed by the employee's physician, which may adversely - T?, i 4 affect that employee's ability to perform work in a safe or productive manner is required to ,f>= i= report such use of medication to his or her supervisor. This includes drugs which are known 051,14.444,71., ; .,t or advertised as possibly affecting judgment, coordination, or an of the senses including .,}^, ;�' Y senses, g t,i,i tiF:t ff those which may cause drowsiness or dizziness. The supervisor in conjunction with the tt . }; ;;;; Personnel and Safety Officer will then determine whether the employee can remain at work =x' 1.4- ''�' and whether any work restrictions will be necessary. `�fi` '�*" r`• (0 Drug Awareness Program. Employees are made aware of the drug-free workplace : ''= :ka="c` �• '.•': policy and the dangers of drugs in the workplace through the display and distribution of �,�i� y,.,_,,,,,:.t informational material. For employees performing safety sensitive functions, which includes ?=tt.,,... ,, �;_,.. any duty related to the safe operation of mass transportation service, the information t:et?'';<' .a� :< . includes the effects and consequences of drug use on personal health, safety and the work E Gj , < .;+ 7,v t r:' environment, and the manifestations and behavioral cues that may indicate drug use and � y;'t? 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( 4% t y;�.'. r ri . r '! �AB. i {' c � E�!$� ".+lx+r'rn•vttt eB ?s£it ' ;�i b C{ } i ''' 9., . . . rm1 ' ?!' � t k , h0 {,1m �(( ith` v,o', to{i t r 1 r ft.`,s i a+ M t ,G,. .,, . ..«vr+tsMlA. rd6F4X3 . .., ` �.<Fr""g:''..�`z.�0 ,1'(,1 t ':il' 3jilx a'''v.' q t ,, 1 qt ,1.r a ' yj k I I' 5 i%, a t.03r 1 'j iir l f ' , 14,0 9� i ':1';,1, ' Ij F4? 1 VA• •. '-.=,';::. <t abuse. Supervisors of safety sensitive employees receive 60 minutes of additional training t -,- on the physical, behavioral, and performance indicators of probable drug use. pke,,,s4v;.,, (tt° fir..'II r j-, The program also includes information about the availability of drug counseling and ,, rehabilitation as provided by the Employee Assistance Program described in Section 15-6. ,x • r+' ra ,i#5i . i '. (g) C s Right to Search. When the City has reason to believe an employee is violating o any aspect of this policy, he may be asked by the City to submit immediately at any time V;' 04' (including breaks and the meal period) to a search of his person and/or to make his locker, t1~{s A' f• '''•.;:', lunch box, briefcase, purse, pockets, wallet, personal belongings, desk,vehicles, or any other �:iz't ., ; � ( f 1 1f'N 5 xr ,`1 receptacle he uses or has access to, available for inspection. Entry on to City premises K 4 t'", .r:',,° ' ' constitutes consent to searches and inspections. Refusal to consent to a search or inspection `s €n,,; +;•,;x "I when requested by the City constitutes insubordination and a violation of City policy. 1 x�; ` (h) City's Right to Test. An individual may not be hired to perform a safety sensitive �.1 1cr f 4�nt. 'S' tiG A,, function unless the individual passes a drug test of urine for evidence of marijuana, cocaine, • ,4 :!‘4,=..,y1., opiates, phencyclidine (PCP), and amphetamines. All new hires and re-hires of full-time ,'' r-,•avt,• ''.. 0 7( part-time, or temporary/seasonal employees may be required to take a urine or other medical •,;� • r test and to agree in writing to allow the results of those tests to be furnished to and used b : � ` ' g g Y i7.. +at• `. the City. Those persons who do not pass such test(s) shall not be employed. ,c„> ,y: .. 4 6,, 1,i 1�, .i �..•`Fa An employee performing a safety sensitive function who is reasonably suspected of :'Ii A`, r;; : : :,,, using a prohibited drug, when a supervisor who is trained in the detection of drug use can ,4:•jr,,,i, ;{, >` substantiate physical indicators of probable drug use,may be required to take a drug test(s). :.:•,,,,:.,..s!;I • l:r, s, ., An employee who performs a safety sensitive function that either contributed to an ' accident, or cannot be completely discounted as a contributing factor to an accident, may be ,''` ', t`' required to take a drug test(s). „,.1,..;;;•,...;,..,r r�}.Y. ..t. •J'1 'S1' . 4 Employees who perform safety sensitive functions are subject to drug testing on an �.'.9'.L J unannounced and random basis. q.„,,,,,,,, ... ' t 1F pt01. (i) Disciplinary Action for Violation of the Policy. Any employee who violates any aspect :„....,„q,, ,, of this policy, including refusal to submit to any of the above described searches, inspections ,,,'.s;;: :,y or testing when requested by the City, will be subject to disciplinary action as described in ,,� ;, b ,,, '1 Section 16.6, which may include termination. When the City has reason to believe the ,,,,,,,,,;,,,,.,•! • ,.!'r, employee is violating this policy, the employee ma be suspended immediate) pending t `•f,, ,, g P Y may P Y P g ft t4;�t u, a investigation. , :; ..r, ' : `:,.' .L ”' Section 3-4. Acquired Immune Deficiency Syndrome (AIDS). �.,f �'" The unfortunate spread of AIDS in recent years has presented a need for a policy "rt"" "' ,: :;;Sk`: regarding the employment of those who have,or may have,this disease. Medical experts and ' 0, t t.•'.`:•;;.: 4 medical evidence available to date has shown that casual workplace contact with employees ,4},rr ' , ;: .;,:>.." , who have AIDS, or who have been exposed to the AID§ virus, will not result in the ,. 3. ,'y s transmission of AIDS to others. ' ., ,. '1t�L r: 1i y.t, ,•i. ',t"` November 1, 1994 P ;,e1� °' ...lit± 11'314 r- it.y,s+' ' r ,.�'p `(` t Sd, it'�r:. , t.k:.r 5;. h. . , 1• " s+.tsr'L f S14vt:i'?"s 7"-r'„ a. #,,,t.:„ .: r } ,�r.� �u��i�a } ,, +, , PSF.h�';n++RS� ...,, dG::+ld",�,'S"KFVtr.�..um,..,-..-.., "",.n. "'r"'*"^'R'^w�°4 5�'1''�tu{'ftR•4 ,.'!M:�j: 7 }. nY r ,z s 7 .. h-: , . j%tl'�• �:' r �4'3, 'n ,s"' 1 '/.1I 1s , - t 1 ,,fr .ji t •{ { R e0:40410., >< .iA;Yg ,,,, 1 ?4, Y ..f{, r s ,, 4 qtr t f14n"1 I r4,c;i+ .:�t�t}•. • '.t Ir,7x t c 4`'(lt..� 5 < j .•fit , P 1 .h 1,t „4"1•';{ q y ai . '.� a;�'+'�fJ�:k�`�M. �`1'+'``y i V".. ,,,utf4i4;",t0;::',:,;',,:..,:,'-',.,”Sir ' Y � " � r�f r. 1l�,"x`�.}�"'r��'�x�'S'd4�F M�� `1 r t°`i:�},�rd`t�i' t . .• S .0 ,t� `"'1`;r. ,4 ?;�soi-, '` ,h• - ,' » q *1;c4Vef �i,;•,; ,;yr t.,... '' t,d i{x ` e 'Ate' . <- •yr �1t. y ;�1 ,1? I t 't r .1 s t: .ts,1r•nryti lv: x}} ,;-.).ffti §t;:ilt•''?t. ,tY r'>.,.,- 7`ts-t f "I.. z A 1 ij'3f�;�. yi J°}M'.Y. ¢{?. ,'.y,4 t .1j. �: .t ?"..a. 'M1"t,WP '1'f ",rib, 1 .. :.., tat �.;1r tv'4-{ 7"_u. pp �`! ., r•'u.A. ,f� �bl�l.,}1,�,-ti, , ..a t �r 5 f sr. , ,n i ai}'�t}r .x, �`9�;tr+F i d 1 e '•r')'' •�• y� • y, Qy',Y�00-?, r'y,`.47it j• 'S'k;':,t:: 1 '1 S i ', ', a V1.xf}.r7 .' � SY,M,F=•= > �+`,'tri , ')' G\' .r��t,it.,�5[],•I..r,,.,a,,,tE': `;,, '`15, t i t ,�.a.,h `� "e,t `��a -i _, r .4Y:;.`i, i& <!: 1:ti:, rr, C.e a� t y 4. ,�i11}'�A�,r{�t,..,f�,t � ,`xyr�ay��..��} i� ` : :�Ltpi /• 4 4. t5 i •i r712n .�•r.% if' •(';.�� ,��'"'� �{�• `Y,, +,,; t t J"T - �', I t ..1 ft S ..; !r 3 I '}3'1 �'" L '� "'�is,l:=�,..�,}.,�;.y,�s�>tl'`'s�' f ,1 ;!, x + s , ,, r�r 1 Fri, ,P,'.rr�+`�t?�y�� ?r : ' 5 sett 3 r,. �, tit t , ` .. .,.. .t rT{ v„:,..;,.11, 66 + '•.x t Ly,. ^" v}4�,.y ,�•�• � s ..r .'.: t. � i ;:T, t q'. . iL7 y ., ti.P rtrh..', F i r •,�'. i• 1 ,;t,) 4 3' , t,'y .� .y� '••.*:4 q ;tr are r,A1.• c Y ..i'Y„a,y, 3: , ,� 3E' ,.;.�7} t tt . � •�i '�'a �,>ir t,s }},, '•r t� , �t A t '"`24 ,r fit. :i�Y Y .'., Pi ,} 1�., n. `1 i y^,k7«}t�N�fyr [P�{e w t" .+. r'ii , } ,' tA .t tr, ' 4,/uA¢Y�.>,S. J;. .-L1• t, � k 1. t'..�,. .:r r.•("� }s .i -.,c;..�:' 1f t.t F.-k:�. w�dPF +' .��. ,,forVt ..' �? ? �} The City of Jefferson policy will be to employ persons who have AIDS,or are suspected 4.4A,.4..;:...,4 a. t�4 of having AIDS, so long as such persons remain qualified to perform their jobs in accordance ri Y ` , i :1'',, 4' with City standards. Some exceptions or deviations to this policy may be necessary for h '. ! V �,, v l� - ; certain positions, but the City's intent will be to maximize the employment opportunities of K,t 4 AIDS patients, while at the same time preserving the safety and morale of all employees. ,fi. .. b ,^,,P, '� :If - 4 i1 ' ' The City will stay abreast of the latest medical knowledge regarding this disease. If ?� "J'`,`' '' � it ever appears that the implementation of this policy may present a dan er to em to ees -A 0 • }'`: y g p y a �,� Y ' ; ` 1 appropriate revisions will be made. a r r ''l +'•..,'.,v ',r,, 'r=it',' Section 3-5. Health and safety. ,lc.}, ,,. .. x':''`^=.t,' ,, All employees shall be responsible for performing work assignments in a safe manner. , ` iii 4r" ,VY t Prime consideration shall be given to safety in all work situations. 41 '" ;a, " (a) All employees shall: ' ,„?!” (1) Be thoroughly familiar with safety requirements and practices ap- wt , ''. plicable to their respective work assignments. rar,,"' �', (2) Actively observe safety practices, and report unsafe or potentially u ,,r r}}t :;, t`r J .>< f s�r dangerous conditions and accidents or injuries to their supervisor s, .' h 114,1W, .., t t immediately. �� ft; ':.;•'° " {_ (3) Refrain from engaging in horseplay, wrestling, hazing of co-workers, and any other unsafe practice under penalty of disciplinary action ups K xt } ; �,,, a to and including dismissal. u ' Yi (4) Wear protective equipment,use protective devices and wear safety belts `,k ;;4t in all city vehicles so equipped. ' <„ 4t !• Sr..r; 14[4.-= ,; '• 4,4:,4 (5) Report • to supervisor any suspension, revocation or other loss or .;.� •, otential loss of the right to legally drive a motor vehicle if driving a A,. n. 4 .Y , City vehicle is a responsibility or privilege of the job. 1 r t lieu, , ..y� ,,...0-,,,f. (6) Employees who are responsible for driving City vehicles must be vi , i • S:Y 1' ^t properly licensed at time of employment or assignment to a vehicle and '.iAr � Via.,• ,:,',, '=4 T upon each license renewal date and must complete driver training or - ` �f:. driver performance qualification checks as required by the departmentn:� . ,4 ', before operating City vehicles. 2 ,tYeA` X y d, �'� ' :� (b) The City will pay for immunizations when approved by the department '''01''',Y,`; t directors. ••,,r Y'YiFr; ! `,,�.�` (c) The City may retain a physician(s) to perform services for the City. These .• f'`s services may include pre-employment physicals,disability retirement physicals,examinations ,',:,,;:;,,u. and or treatment of on-the-job injuries, and verification of illness and or injury, among other t ' a services. An employee may be directed by his supervisor to see the retained physician(s)at z� . , 4 fi „N'''..4 8 November 1, 1994• .. ,, ��t' • ?J ,.. 4P„- d,Rt4�•S ,I�, "•' A.• ;u. 9 t�7 ,vy ,i;.,, ,.ti r•n•r• ^n tw'f,. r .r 't^, 75k .r ? }t•i** .J 'e` ftiP N ��. ':1 '.w .i• r'1•, ',t,+ :,1,i' +y, v # •1y>:.y.:',.. 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C � xx �+'t' .'i � 7 d; �� 7 kY ..tr xi P',� f., x5, � ,'f t�' six �af r. � �n:A�'� 7': .1`' .r5,� �'R ,, , fix,.x. ..f�. ,t5, ,r.,, it ,,Ci:.d lf, t •.+.•., '1.%,,t.. .i i\ & ',�a.,r t c4 i,r.� �;�,�:';�,4,,. �}r.:ixc'; Yar�,Y.`4' -i .,�r4�``,sr''}w. -r.;is ;x�r �'' s'.•.y7�i. r?+ 'f�F tt s 1 '1", i t (;,, �, !✓t�4 4,s S2 iA E1 3;, s s;,l { .i'. nj4rt y Y .k :�r x sit.� d t :`,C, ,i2{r vii'' r iii Sj r" '�"nr x .:. ..r.: t r r :•;' try,.'" I ,Lk 4, .t x, .: ii Y s ,4I;I,... .+'.:*4.,• :4,4'•1. . ... ,.,k•�- •.....,. ..:3,," x.27 4n,. ta .p ' b v i +t i,14 _ t:. CVs' �' '{."`' 4!�t27'i ,t'l'iifl,n F,p,_: to make an ri."-. `` . the expense of the City, it will be the responsibility of the employee to ee y , -��.�,�: p Y P Y P Y qtr=�,� �� • `{ rf scheduled appointments with the retained physicians(s). For charges not covered by Workers' 7 Compensation, the City will pay for the cost of the examination only Any referral or j' - P. additional charge outside the examination can be submitted to the City's health. plan, with ,, . ` • ' the employee responsible for any portion not paid by the health plan. ..-t ar=k"'ti: i ' (d) Safety eye glasses and safety boots or shoes shall be provided for all employees ,,,,,n`'. ' '. designated by the department rt `,'d`, ` whose jobs warrant such protection as desi partment director. The City will .;s; ,, provide a limited number of styles meeting safety standards from which employees may ' } i,. '; ,'. select. y.,,,,,,‘,,,,.1,,,. ;�1,;,`r' a. i'u :1;ifiz,:::::4.:'; Safety shoes, bo ots and glasses will be repaired or replaced by the City as ,.tl necessary, Replacements and repairs may be made without cost to the employee if the .lasses are damaged in the course of the employee's job performance or when an eyeglasses il g prescription changes. Employees must present their damaged glasses, boots and shoes to 44/64.04/: 'k.- obtain replacements. ,'.' •E`' (e) The possibility of violence occurring in the workplace is ever present in today's ,.;,•""`-.'=:r society. Whether it is a robbery or a confrontation with a violent individual, em to ees must 'r :..41,..4'7#V. 1' ' k4 be able to pursue a course of action which would be safest for all concerned. Following are `r;: € policy guidelines for employees to follow if an incident should occur: ,. , r.: 140.4 ,t�di' }}� ; S.'i'+'' 1.. f,,,,. ,. .1 (1) Be alert. Be aware of surroundings at all times. The more alert , •_ ;.;\ , employees are, the less likely they are to panic. Employees i�;p , 1;, 7Er; ;. `, ,;',Afir,. should mentally rehearse the course of action they would take ;yp;.,4,. in the event of violence on the job. ;' �„?�= ' t`,i (2) Remain calm. In the event of confrontation, do not panic as this �,( ,,, 5 `, ; could provoke undesirable behavior on the part of a violent r `_, individual. 14A,51+ (3) Cooperate. If a confronting individual appears to be potentially !< � ~'I ; +t.est , . .�. . r. • .. # ... . - . .. .. `.� i. .k- t ' t� ,r d .' g s r s.t u 11 t j. 440, s^ , ' 'l"nC S'.�,�, ;, ti: � ' }Mi#.7�}rM Tq 441";°m 7 .e.r eta swr ;-, i„ ... �; � l ` '��. � . ,;I;9b u" < t ' ''G Y}��e^ yf Y�44 fa�s 4, '',%t 3 ': ' •- js ' ti. I .<,k( , .. 1 ,, '''iIt ,3!" 1 4. { •` ,, •4,2� ),..,41,7 r; le i %„a3 Y t ,.' ,n3 i k'. s '' 'IT'it > li(1" , f+#y'' } ! li kG17•! .t � r ¢ yyl ( i,4:., ' 4, r W /tt Y i.s y • Section 8-6. Smoking cessation and "smoking permitted” areas. "' J.„,4s 1 ' x Employees are not allowed to smoke in public buildings and vehicles except in ' designated "smoking permitted" locations as follows: ° Animal Shelter - Garage. : . City Hall - Upstairs conference room during City Council meeting or meetings of T; , City boards, commissions or committees when held in conference room; rear '' storage room adjacent to loading dock downstairs. • A'. , City vehicles - Discretion of primary user except when vehicle is occupied by a non-smoker. i ;lfy:; Collection - Garage area. ,. z� Fire Stations - Bay area in all stations. IV.� Parking Garage - Parking area. r Police Department - Front lobby area; Lobby area outside classroom; Interview Rooms at the discretion of investigator. Street - Garage area ,-r` r t. .. a°::�' Transit/Central Maintenance - 10' x 10' designated area outside parts room in • yi Central Maintenance. `='} ,g .,'S i ' 5!` .' Treatment Plant - Garage area. • -, ,p kryo,s Section 3-7. Applicants and Employees with Disabilities. 1: r-', Assistance shall be available to applicants with disabilities that may r f°' personal assistance to participate in the selection process. y eq 'e P Such assistance shall include but �, not be limited to providing readers for the vision impaired and written materials for the . ` '' hearing impaired. t i =' t.: In determining whether an applicant or employee with a disability �k``�j accommodated, the following shall apply. The applicant or employee must makeba i g documented request for reasonable accommodation. The department director and supervisor, if applicable, shall consult with the disabled individual regarding an appropriate accommodation. If the accommodation does not impose an undue hardship, the ' 4 accommodation shall be implemented. Assessing the reasonableness of the possible accommodations shall include the following factors: ci '' • * (a) how well it accommodates the needs of the individual with a disability 10 November 1, 1994 0 .J: :^y',1, 1 -?!.,�£ 3 F:V're8r {J }a a� r,. a',,, ,) a.i' ,`�`r,ii.1'k, L s ' r Ty,4, . i•.- 1 f ): .\ L 4Y w '[ Y.t� a;.. '4"d' +S'i� 1 1� b �e .�;.. r, e'...+y'. ii .f i ;{.. l t' r � !1/� P ,«,�.fr.,S.a�.'{✓:#�;��(('l°;!•`11r .Y`'rt s'i,+'"�y^i+i'+`.�r'r'' .•R"t'4pPr rtt„�<xx '�� .F 3 �• '�z V r c 5.. ,3•,}�:... w!r .l+ �.:t• { L I ,Y {Y 3ra�.v�:"h��el 7y'.N.h L .b :;a', 5 v.t1S' 5. :`t(='rilo ,�jx e nKih Y..f rr yy�.j'1 .ly �'4!'� h;t�,1' ��i+�1Yr !r kt 9..:' •? i �,f} •'1,�..,(:t„t!a:1 ah<`i. „>: 1 t,..l f�t :}•:w t?4•D. l;Ir.r, ;1 S kL .,��P� J.,' S��' .;Y !� s { Y�+ J j M :..f �� t. ! �r�.{x` 3 .��,h.�i)�r'•j^.�7, ,'� yE .Y�iri�. J; El �. CAth tti�'' � .�'r.•�, ;: i��.,.h�+y-1�,��, } fkr .�ff �i r� '1l i r�rf^ ��ry.�d :z. (. ,ys � t,�,yry.,a ,,).w��,'•,++•� v C �% ? 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'1 31,, 1 , { 1 e a r rtu� r�{. d.: (�-4�+ tt�i �ct a��. .h.�,�1:_ •h^ ,r,,rr�t��,�jF.ry ,r i��+}{ 't".f•tw•�.,� } :y a4) sn t It �;jr rr t n :,,f,...;:, ,i. r ,I ! „k �Y'r?� �3,'I�. �,,;, ,.y;?C, .•, .,s i'os54. .51 4.2 F� •tr . . d�* .�....+.7+ °rn:,�', ".P:2}5-e r . }.gyp r} q. :7 } 1 tS „4 f! i a .,t .i• d ,Arr, P 1', },. 7.T �.5, air•• rk. ;:tr:'�.,,;,* i P ?i .i , r Yn1;1, et-i"r` h '•f ��•..�'fiaf#g:3.. � �..,G @,,/4 .44.{..ta a $'1,.rti•4r,-r'�..�; .1,.:5ry, A i •,t�.t: +�.y.i � a. .� + �'r°�• ,�.,�.tt., _r.,•c„ �� :3,�4. � � .y�.5i J l:+x�'�7••�y��dV �,�>r�, 1a 1.�i�"`� �..�r t.>< n �v� 1. j�lr• j, � a. r • . a. .,:r,iir,, r. :i•h ?. Sye j•.fi#.3>> ,�i?11, Asa,. t+�,:.. �i 14- 3'..a:�,?hi •t:4l .rs?r�.,,c; !, .r i Joy f?r ¢r il "d SsS :(Ur3�:/:f }n yJ'it'f' x'+jl rtvly.tr15•• t � +{}r' k : . .. 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'; r . `i k ,rA�h,,.,-q. ?•i :,yI.,s pi ,x , x � ��z .*J{S6:.bro-�,o, y�2 eoiM Q.9p + :Vvi+ _ ,.. .u.LwKn � }itt �! : -' • 4a f,i fi 'a �f2 I 4iki it, , / (4�'( ! ti. : d l t y `# l�o _ t t Ys: r Y z t %. z': (b) how reliable it is 'rk 1' n - I :l t ; (c) whether it can be made available in a timely manner :fx,; 0 'i r,•-; ` "lip (d) and whether it imposes an undue hardship defined as an action requiring ;;;. }• x ; significant difficulty or expense. 4in ' : : ',i The city administrator shall make the final decision as to whether the accommodation 1 t ^ t.� .1(y{-a is reasonable and does not present an undue hardship. tr' dY,, 'li'•"i':;:fi t.`:} i 1 Employees and applicants with disabilities shall be afforded due process that provides �,.. :r'Y;{. , -.Ili for prompt t and a uitable solutions to complaints.laints. Em to Employees shall utilize the grievance `* ': P P q P P Y g , ' f l',,:•.. procedure described in Article 17 of this manual. Applicants shall use the same procedure ;>, � but shall file their grievance under Step 4 with the city administrator. ti s, ,I, i t ,;., ._.n>+.k% x5,,o `st Section 3-8. Attitude and appearance. �;u>;:" k,,,t: E ! A friendly and courteous attitude by city employees toward the public and co- '; I workers is required at all times. Similarly, employees are expected to deliver prompt, I ,' ,;. I1,..4.-I thorough, and efficient service to consumers to the best of their ability. All employees are , } •`�1f'!, ., ,,; required to maintain a neat and clean personal appearance. Each employee shall be subject . .,. . •:: t-4 to specific department rules and regulations concerning proper clothing, personal hygiene, ,6 fir.s$ ' and grooming. ',';., ,_y` : Section 3-9. Uniforms; clothing provisions. [0:-.:(:::'"" .::k.,�r . ., t �sq d0 tiP y i t w:' The City will provide for the uniform and special clothing needs of its employees. ` {•} f ',: >: The needs will be met by the purchase or lease of the appropriate uniforms and clothing, ands .•;; ,,, .': t. will generally include dry cleaning services where necessary. The employee will be i 4: `:Y`�:: :- ..,. 1 g Y Y g Y y.:4€`p''i', i responsible for proper care and use of clothing and uniforms and the laundering of same, if {a<i,6,1,,,,,,24,,,,,..-:.<, ;;' t: ., appropriate. i': . "', Section 3-10. Commercial Drivers' License. ;?,., ;;'.'4','.:-4•:27,, , t} .+ • j II tt ,.. s� :',... ;: The law requires employers to make certain that drivers of"commercial vehicles," J1:44, ,;,,,; , - including City buses and trucks, have the required class of commercial driver license for the , ,s'} a' g Y q `� r a " ' size and type of vehicle they are required to drive. Depending on the particular job t-{' 4 1( : ;' ", y�. requirements, City employees may be required to possess a Class A, B, or C license with air .;.,, ,r;•i.?" th brake, tank, or passenger endorsements. The State may require a written test covering the #��:,;d£ : `,:xy;+,=��'. class vehicle operated and the applicable endorsements and restrictions. �:t,r '1 • P PP ,r ,'4 ':; tbf::,l,t{{:A!r�' W hlSh 'i:':- There are three classes of Commercial Drivers License; Class A,Class B and Class h"'t'"t r C, covering different types of vehicles and different vehicle weights. Endorsements for _ }'`' p= � x^t: • '.' ki r R; hazardous materials, passenger, tank vehicle, double/triple trailer and restrictions for air �. ,°? _, ri. \ brakes may also be required. Written testing varies with the class license and the r ; •:. endorsements and restrictions. The actual driving test must be taken in a vehicle falling in =ir''#j... the class applied for A Class E license applies to individuals driving a vehicle for hire of less ,�$'+: '_ _'Y Ems; than 26,000 pounds GVWR not placarded for hazardous materials and not carrying 16 . bittz 11 November 1, 1994 = yl ', 4..L.1„:0. 1,4''.'.'' 5 av, ISth y', It 5;. M }..t% X.ry :-=:,j c7 N',< VI F' Ai+�} {fir laA,"}','ms iwi,'r yr r 71S•re* .5"a." ,. . • a ..--- .......rwoarnar.. .} •Ib'' a r t ri ,..,. .'''.7 U _; .. ."*.4l 4110 "4:$'[k 117;l '"';,*+e�'�',=r44tiVeg+R u0""�""'.. .v7'77r^r- a IY,,l'''''''''''*.i p, 1' 4;$" f} L ' � al: I ({"i riW A , :i ? thL,1ft l ,:;IL: ;Iris. �r ;�! �. k�:r;t.}}{yr��' r}"i 1 - 4 , '43 } !• wl Y is,t g,;st}p7` ¢".' 'x.,..• . o,44#a?'y. t 44,!;44=4'. % ,1¢ r ! ,r t - q 1:Nr ;.�t)r'�1. 1A)t t :,t ¢3i?rs�k(�4. ,; :.5 Y }tAd.fe sail�" c� , � $ t i , 1 iii.. �1'(5 iS�i} r Y'I�a' r��M1J• s'.-7 1 i1 r?'it 4 i�. S ; r >.' t , t !: P.,. .i 4 a' >•° @4t'`'"'- .It r '+; ..r't..'k`h�Y;;$5{t 8 f� of n$ t�"fr 11 '' 11r ��t. .-, Aft } .:4 `t+., Tit, _s ', S" .}.st'. !• a ,�' ' y,, 1 t 14 i,"'{� 4 r. - =;r r'd t n So a {y'i• ., '4 2k, t . �gy•ttl ;'t .' ? .ty� �0 Ct� .1ii.o.Sri \ •7 0Fg .t f .., . . ct I,,• r . r 1 t - ,•?4,�b}x 11• }t� r416.,' ,::.�.r ,fi r t i4,.1 r} 4 ,!,;40. 7(.,,,4 1 {.'r:94 r�. 1'. x t r A l •F:''.44 n✓1,t < ,r�rt�, Ar 16-740,3.,` ^U} �C wr :t , F..`{ t ! .i"r: . v,$+�kS .!:i.:,:,.' a^ c�,i. :"7i,,�{'y'4 t�i�i�"K�`y�.y{.., '«��t,Y �. - `�),! _ .. t r� !.,�"ttr � �7,t4 j �f• n}r i 'ZClr i '' h ,. i } tVC } } a s t' 7 isV.:.., r r t ■. ,� ( it t i, fne.':*• t \. t i,+'y t7' , •yy e„4,1, ,4#14.t.t,,, r ?a'jt.',.{ ei--.4'yv tt,•,(; -S•,�,,,,s ,v' `tr...�,.“.., t' ...t 7 +a..y r. ,.,: 'tb,. .S ". • t++ '''' ';4. ,i. �, � ..rt F� �.ka, .��li l.' r. L' !� +';n: �. .j �� .. . �. +��` .t� 'i•'' ;,' �r'� `�;�.'�},�4^� .tlt�. t� ?�;y �``b: d "r": Y�t. �I},w A.l v. N '"+'v ::. i �' S ?�. .,1, 1"', , >t, Y•, jt, AX0 �,,,. J• q{y,� ty u:k J t A k t Y. S+,4 't iih V .( V. F �- ,.1�,. {t '.:)s}.,,.'atj`�[ y�t53t '.I,`ni,'(''rfayl 4htii;n fi �? 't'•... t,.,.k.tt {•e' 4 4 11,}x.>-}b•,�.s ,i,9.� j1EV+ '!•r4.*t }� 'f.{ 1 n 1 a f c •. �5:. { 7T kv Lr x'St`-. �` ; Y ,.J're. p� ,,,t, ,.,j t, ,�� sL a{ ty.,, k �: ',1'1'''' ��e6}r{ ,r- i p �t , '•71 V.Y.}' 1 , ��t"C�:,��,f t� t ,,,�r'. /j/q( t. 'C {. 3'� „,„,,.dike q "�7"�,- 1,,,...„ ( E� a,,, .,,t,,.'��,�: } Y r -4,...;;;;L,. ' .,,,, :"h' ,p,L,k ,[: °k,',',j': " :, a f ,u.j .J. t{ 1 .' •'. (l 5. .1 t �•`1�'I t�a�'R i4� .... ^P� ,. '^I}C�L .S+ +'�Y� h.... . . : t'a za'iv:.-:.°�Id::b.BtF:,:..._h.:�l.�it' . .c, t ... 4 7A �/�T ( : { Y7td 1r iga + I'r'r'�? �� E e. 2 {' ij�e '' t Iew . , }t . £ A persons' or more City employees driving a Class A, B or C size/type vehicle are required to _ ;5 take a written test covering the class vehicle operated and the applicable endorsements and _ '}; r;,;.41 ' restrictions.'e. ti j i(tt : ' The City may provide employees with the training and assistance necessary to comply ,,:i1:5,;".'-' '`rv` with the licensing requirements as follows; ,.--,-;;;i,-7.4-7,,,,nw A (a) Four hours training on the written testing "'s asr a `Qa,.. ``v.s r,yAy�'(� materials. ( e '` .it 'r Nt`` v (b) Two hours training on the pretrip portion of the ,dv-, I ! = test on a vehicle similar to the one the driver - s,,' would drive during the testing. , "' tt', it C .'4�rl (c) Make the best vehicle in the class an employee must be .,2,..,...v..,,,',, . • 't▪ :" ` licensed in available to him for road testing and allow "s ,o, time for the testing. Y {ti ' ,, ,,,, Employees who are required by the City to maintain a Commercial Drivers t;:' .,..h`- ,,,. at�t;`�. ` i, License shall be reimbursed the difference in cost of the Class F license and the Commercial 4P t "' Drivers License at time of license renewal. a E ,,t..1/41, i : ti.:*t r ARTICLE 4. APPLICATIONS AND APPLICANTS itt.z, i l' Y .. , :• �k rt 4. ,k{ Section 4.1. Recruitment. ,?=,,,,.. ,,,,,z,= . :4.: ' : FGct: .. y $':1'.'..i �: ' Notice of employment opportunities in the municipal service shall be published by �'`.°��• �� 'i,b ` a 't 4i,Ha posting announcements on official bulletin boards and in such other places as the city to.,,,,,,;,,,,,,.,n, *\ ,_I administrator deems advisable including, as appropriate, a newspaper in general circulation 3,,[�tP g.., .' 46': in Jefferson City, Missouri. Notice of all examinations for promotion shall be published by .v,,+=., • g. { posting and other methods, but need nat be published in any newspaper. The ,..8,.,c..-,, 'i+ 't t`,4., announcements shall specify the class title and salary range of the class far which the ,,.tr.:�,'. ? 1J �ry examination is announced; ; i ^ the nature of the work to be performed; the minimum qualifi- i .j r� `�' the time,place, and manner of V1,:;:,',,,14?' ..t ,� cations required for the performance of the work of the class; ,, n ��±±''��' r'. making application; the closing date for receiving applications; and other pertinent :t#z,,q+, information. l ?¢-4 4 , fyy y',1;'/ '4.. t`a ':. Section 4.2. Application form. >> '' } All applications shall be made on forms prescribed by the city administrator and shall ti ,� pp � p )„,!.A' ` =yt • be filed on or prior to the closing date specified in the announcement. Applications may ,�,i ; , , • .�} •require information concerning personal characteristics, education, experience, references, }° ti; ., ' 4_ and other pertinent information. All applications shall be signed and the truth of the state- t(t tl: J, meats contained therein certified by such signature. The city administrator shall require 4 t , such proof of education, experience, and other claims as may be appropriate. : 7x 00'0, November 9 � b 1 12 � 1994 � .`'• ..1`t:; plo....1,- ,.+ .,ai'�i:d.'4`, ,r'�•yy sr ..'F. •n �: :h'z.:.:�r+;JrY!«.;,t..y .,n., .,.. +ytA :, ..Yv,,,ri •�,, r:fU ,to ''.. vr r�,41.;.41- +, ° ._..f t '4'^'i'. .;,,. s ,:NQ, t..('.k 4.46, x.,a•?•,,S'2� 2.r,. .:.=rt.l t .. .;J't ti i rali+t: `„,,,,,...'`S,,,.„, ,',,;..,:q 7 a ,:-,,,„: ,et �, , Y � C .e 1.'...a." �: i a. ,ty, ''.r..2 }.,ir, `it't -'} •d. „> �t Y. 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F ` , w t i% f�Z 1sl 'f$ Y` :.'. , t: '' 1„,,V4 4 ai 1a„), t. 4 ? et t} tE n: {,�,r. ,S X'.,r y1 '9,; ,,,,;:y..,,,,,„; •a,.< . i•; ' , A r + iy { ;4-. F '±,.F.1/4,1',,A:7 ::4.*!0,',7;;;-,-,:' 1 r 5i ' � �^•� EVic wt^ 3 p,, j .4r.sSn.p tif . ,F 34,-, ,,,h'x f: ''6{t 1. k sr`r 'Ss3t a A ` .1 7fi r y: 1, , i k4§ ,, .w ,r 44 f,. -,, : ,, ? t � � C . s if ; ; , . -.,. .�,. ,t °, ; t>t 1 i , ,. wwrr:F 1..i 3' :s ...1i1^n c� . 6 . ••oi � . (1 } it 1{ ,, t r.�•,:�"1/ Section 4-5. Examinations. ' t Y Y$ \i •P4er(it t° r . ' p' ` (a) Competitive examinations. Examinations shall relate to those matters which " . ,,,�. fairly test the aptitude, capacity, and fitness of the persons examined to perform the duties :.1F!°yt••; P P f,t,. , - 'r of the position sought after by them. Examinations may include written oral, physical, or ,. '. ''r-)t.'`'{>- performance tests, or any combination of these. They may take into consideration such ' ' ;+.11 ' ` factors as education, experience, aptitude, knowledge, physical fitness, or any other -.•,q.....,,,,,,,,, ,.,, ,.3.,' • u. j qualifications or attributes which enter into the determination of the relative fitness of '• 1 i 4� • i.t i applicants. { 1 5 Promotional examinations shall be of kind and character similar to those for ; RN-1tii t r3',NI,y�£..' original appointment to the service. In addition to other factors, promotional examinations - may take into consideration the quality and length of service where records are available to ' .1 `'I provide the basis for such rating. ' 4 . ` Entry-level and promotional examinations for sworn police positions shall be � ` ''' administered by the police personnel board. 1. • Section 44. Examination administration. it "Y ` ` .', t ':,. •. •/Fix''ts Examinations shall be announced and held at such times and places as most nearly ^` A meet the needs of the hiring department. The tests shall be conducted by persons designated ; yri by the city administrator. : ,, Section 4-7. Rating of examinations. "' ',I.,44 tilttly?.417 7,4, r„ , p ' � (a) Sound measurement techniques and procedures shall be used in rating the results �`�,r�}��,. �',`'• .'; : of examinations and determining the relative standings of the competitors. In all ,,y v,•. ;•: examinations the minimum ratings by which eligibility may be achieved shall be set by the p= , ' city administrator. y ` i <•<° c.;,' (b) When a rating of training and experience form a part of the examination, the city �' "p4 'a •: ri5•d4:„'IFt -.. administrator shall develop such procedures for the evaluation of these factors as will serve iixz;?�?;1a :,'• 3 ' to assist in the selection of the best qualified candidates. These procedures shall take into t . .. ?7lixr .t C.> consideration the quality,recency,and amount of experience, and the pertinence,quality,and ; :*a. amount of education. t tq , Section 4-8. Medical examinations. ,..,is. r:'t,.;w •;t• Employees must possess the prescribed standard of health and physical fitness "' .5 ` necessary to perform the essential functions of their job. Medical examinations when ``';",` `'"'' required by the City shall be conducted at the City's expense by a physician designated by _}>`,• .,.`,".`` the City. The City will pay for the cost of the examination only Any referral or additional charge outside the examination is the employee's responsibility. • = ..4, • .:, , yew, • 1 ' , .14, ,' 130'. 14 November 1, 1994 ,:;�}.,;r i;ref, r {,1 ••:‘• t.9 q,,,,,, AS`s +C 4'! If y4q !t i f I 'rS li •,:1t�. ' J. ! "„�t.v'C�:'f,`rSt i lnT Y,Y=�n'T� :;(' c+'`w ) G .6.h e` t nit ! .' 0 ,i;,”, l ^7. C•'t M. a �' 3 tt;xs. tf�. t' e`t tM` r3•u`55.�.'}��'i'i.'i7j`,. r q,{i n�i � iiLF r i r7 '.t;�,4 !.� r t }. ,Jf, f �trt,, ,�..,.' 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J,•. r. `> u �f•+ �4 2 7 E9= �f.t,%, .,- .re's>'r». 0., S,"'4rR3 .1 .,t,,t ,F, 'R. ,',y;N;r �11p�{4' F t r.. < {'�e g ;!'t,4' t r :,d1 .r S f r `,; � d `;• t > ".,7'.4t, ,'*,r ryc Y 1 , 9� r i.',> 4,V'k �.�,A 14'?tht•. Jt '-.4 °+:9±-is. {.?, ,;k } 'te""�' :.e ? ' .� c., { r s,,W/;.c ,i S t. r` . A•l�.it. ''), ��N{i. .�`7p• ..J Ai,7 J'fR �{,I X'+ � .,irr'h �!,{f- sf��',el, ��1F >,:;. ,� t,, y i•" Ja4 S} '.SI '�� ,r1�.:; d t v�. r';�,.'�1 � e$ _.y}{' 't.['4�} y.� Lt S�kv {t_` �' k- A y:'}I^at sl 3"9 ttfa f _ 2 i i.,r t .� {�.' . I ...,v 'h4.it?+1:.a7lui' "'"t4'4',, u� r f4. ,± '.� r� , t t. .r^�, ..? ,1 9 t.2,,.;,q", �� ., 1 }t', 1 +.. is 1 .. .(?t . r'!''+_ r,. .. , .. I. 't .'' - 1. I4 h: — li ¢' ¶▪+' , t .,ts � Section 4.9. Residence requirements. Ip4 i,. Ai4; (a) All applicants for employment in the municipal service must have a principal place 4rt of domicile located within ten(10) miles of the corporate boundaries of the City of Jefferson, .4 or obtain such within six (6) months following appointment. r : '. ;; - (b) Applicants appointed to the classes listed below must be residents of the City of " `'' , Jefferson, reside on property owned by the City, or move within the corporate boundaries of :' the City within six (6) months of appointment. All direct moving expenses will be paid by :; • the City. ,'': ` City Administrator Fire Chief 'k', City Counselor Director of Public Works , ' ` is ;f ,, City Clerk Director of Planning and Code ,,,,P. �, i',4;tip. Police Chief Enforcement #�,:,,,_ Finance Director Director of Parks and Recreation ,,t.. '' sv' *y r f i�x (c) An extension of the six (6) month time limit established herein may be granted ,,,41i, u in unusual cases by the city administrator,or parks and recreation commission,as applicable. '.` (d) Direct moving expenses required to comply with the provisions of this section for ,' `V ,xl appointees to classes other than those specifically set forth above may be reimbursed by the 1,,F; City in cases in which qualified candidates cannot be found residing within ten(10)miles of "4"-',;','' '' ':: the corporate boundaries of the City. Such payments must be approved by the city council.• %-M a- � ;j�n�tti'.�f r �,,.„+,"P r,;t (e) Direct moving expenses may be paid for positions other than those listed above , tt in paragraph(b)if a specific reason would justify such a payment. Such a payment must be f.a approved by the city council and requires that the recipient move within the corporate limits of the City. lit.!1:1: is ttdtl < i,,. J?c7,' i .t Pf � ARTICLE 5. APPOINTMENTS nt 741;' Section 5-1. Appointments. .!`° =F 1 Appointments to fill vacancies shall be made from a pool of qualified applicants. , ti Vacancies in positions which require the successful completion of examination(s) are filled };: r;: r from a pool of qualified applicants. ' , l � , Section 5-2. Appointment authority. `t `• • The city administrator shall be the appointing authority in all departments, except t >> par k s & r ecreation and the po lic e department. The parks and recreation commission is the appointing authority for the parks and recreation department and may delegate that f'`; . ' pi.' authority to the director of parks and recreation through formally adopted by-laws. 15 November 1, 1994 x' `. j l, .. .. ..,•!''•:•...'.c.�. ,. r,.'.,r,'..r,,',}.:i�...:.'r.....;y.�......ar�..;'.,�;r�:,+. •.,a* ea-0A ,.. •t ;^.i,',..•... . •�� 3 . r:. r`T5•°, . ..,...: =r::-•J�t1 ..�.a'. T.,. f:... _.;. - . I JI rf r L- -p�� r e ',F ? + " �+ • , t {{y76.1a.��' 0 i'�� v`�4 `� .{ft p { 6 `ti P � .'..."x .l2, n K ' ,� � ,�r'�� t ,ti Y� Si- � > q�r � {ar S� t; S ,;,,';,.;.,';,,,,,,i,;:',,1 4iz : , i � -d .t,/ s1 xe �P � }.to,1 i•W. r;:R ,#;. ,F �a � "� `ti S �' xr �`. (r{ !t} R � '� ehfa� . ,- t�a5 }. T d ..'J r .t T�,�,-44)'�}�'�tF.p 14 � j'.,��p s# °,� {y�t'r Al.).to F 'r+,;v.:2 '. t� �,:„ 4t}� , r �F �2 � r, }lf r{, w. '4 f t.•� .,c,ir t.�4r f yv,3'v� p� � t -? �,F, kil , i 4a , ay,.�1 •. ti�;tr 7r.'�.ti4�!";�i tri/`�, s r",x`` ar�•' Cy�^,i tk ,i r,., YSW° � � ""�S= i�'r '{n,4";ru{ r ri{,: I ,'f wr t 1 :•c, ,5 4 ,(o1ri'..,4 „y ° . i ( .�''h,.g ,,Y z,s, *44:�p <� i. �r y;{ r4t,,�1w % { �;s tw .J � ,. st 6 �4 i 22 iJ,.�, �:,; ta t .+ K t 1) t .t � da �Y rsy,C 4.*(,,,r, : , �fr��p,,,,A,%,0 rm.�.• +.• , „+3).•„,',,-,4q,�iS n �, ' nvr�l ,#;�r,,.s .r. ';$2.;',1-.'1).. f , •t ,,,,s0,. ,t$ nti ,,x# � y4P �i 4v-.N�n � � *04'1• !y. �g+ Y,ti l5 4} i t4§. , • , i ,074, .} .X.:(�49',..%;i.x.e1. .:+..yh�;.!., t t• fs ; i s 7"244..1:«}� �, : •+1 F . v #k i ;i '',•w .c �� xG•� �4�� p ^e. ea�� '0. a •ttr ? l:4 .>t� t i. f ; r .v.:•(,...:.'.: F:t{A - tja4C}h� '2•,r .t km' " Ai F o ,�:1 igA .:�4 i� •� -` 1 ' � �• ( FY(1 1 t��';t 5}s + . s t ” ", �r t.a' �';�,p(:i n ,,, f %i. .1, w�� . `'f �I x rtf;1*.. 1,30•�•,'J 4 `.,2, �. ' '1k. .ri 1 ' s � { v t , Kn' r 1 7,`�• y ;f t�t ,s m�a..4,,,�;,.c .. +.l i ti�' 'a 't-21C"y <h�A'{ d ,4,,c �� 'fi l } tt. �,2.4t d�!, � 4b i,�fit , . '^ e .t. � ,. J, „A r).tC�' ,c,r 4.,l /y t F f �'� @,f u•,,,1,z��•�ht:•.,, �7 s ty?,11! fifi 'sk ,rfi4 t 1 �$� fAi 10j k,, : ��tr,.,- f� >V.4,,q ,0 Y.S N ;fy 4�+T,+ ” � �'"iiv- tlq �i "it;f .,.�i f1 '� «d;iIh.. ,> .�' .ri,T l99 ''' }.Tt'k r '' �F + Jr,w ,�.7 a ,A��'s' r a r, �;c t i�, i t SR)4 tp 4 i„ x+•fI �,U i A �b,'•f � ' � S�pi t }�it �.Y,) : t s , . tf. 4. ir '',t.)•' ' 5 d' * , 7 .it 1n , , Y ,P ;i�N ;ya �" r' 1,4 ; ;rrP,Y ,°.a .is' h 4.' }! 1.{}�.n t t {�7 if.1+ � � c wP.r�t .q” 7,ti i A f 4 y, J• .�k, [. •; ,.—,,ur^{ '�:r,f •.�:. ..+54.3+." 1't tt�'.?aiY){',,7. ' iWk..??:d:�Yi..,,t tt F,.i1,.,, 1, .,rt .,:T?,r r!"1'•'+":0:Z, 4.4.11 ` t4r Al A--'4•rc£�1":i�ay " x 3Na,^'.. , 'r1l �' f ?'• 1 r. • W t °;rt.. i"r ::"�' t`fs',- r ' :• . �' 1 ,• ;, s 1 ,td( . , ,, a.,• 4- i ' _ It 0' t •7j• } tip t s Appointments to the police department are made by the mayor and approved by the city -y� ; a,'-r r;u : .' council. ,,. Section 5-3. Appointment forms. k i!' 4 7n ' No duly appointed employee may be placed on the payroll until all a t. ' p Y appointment forms • 1yA'-.==1�, t < have been properly signed by the city administrator and pre-employment forms completed -� z"� {1 °' and signed by the employee. ;' ",.;•�;;;.r d�.,:, n . ;.s Section 5.4. Transfer. 'y ,?'r !r t fit i A position may be filled by transferring an employee from a position having the same :'i}:•;(k'i' maximum salary • T{ i t ',Iry ary rate. Inter-departmental transfers must be approved by the requisitioning :' ", department and employee concerned. The relinquishing department may delay the transfer `' ' '4 .,i until the beginning of a pay period `'` ` ,; y g p y period but not for eriod in excess of three (3) weeks. ` o-, "'.t d `?PA ,!� ' Section 5-5. Promotion/Demotion. ' '0 `41 A position may be filled by selection from qualified employees in another class having it ', ,'-#+ f.''..t g r-�'t;:vi'141111- ,t'a a lower/higher maximum salary range. Upon notification of a promotion/demotion, the v its?",7,.�l) '': `:,,, relinquishing department may delay the promotion/demotion until the beginning of a pay f.,,A. •r,: period but not to exceed three (3) weeks. �t' . .. �1 101.4,,,,*..,t. ti 1 f ? , I. F t5 iv'''' ARTICLE 6. PROBATIONARY AND Q .6„.744,,,;.,,,4" ' UALIFYING PERIODS s,} '' s Section 6-1. Purpose. '�r The probationary g part process Ott,-".t� ',,W� ._ �. p y period shall be an integral art of the examination rocess and shall fe,04 ,,, be utilized for closely observing the employee's work, for securing the most effective 2;;.lV• O't?;'" ; :t; adjustment of a new employee or rehired employee to the position, and for replacing any x°a :s'::';xL; I employee whose performance does not meet the required work standards. A new employee ti,,3,, r:7,=. A who has not successfully completed a probationary ':; ti+'` Y p p ary period and/or extension thereof, shall not :;.;it;t„,;,,,: r+l have access to grievance or appeal privileges. ,v:4-4;,-.51A- ; 1 Section 6-2. Duration. Ait =41: t x 1::,,,..e,,,) i s f i4 All orl nal a ;��: gi ppointments and re-employments to full time and part-time positions .,,;,.i..'41,,,,,-,..,,,.. shall be tentative and subject to a probationary period. For entry-level personnel in the 7r?` 1> j police department and entry-level fire suppression personnel in the fire department, the ` • Yh'`` probationary period shall be one year from the date of appointment. All other appointments a Yi , shall be subject to a probationary period of six months. • Section 6-3. Evaluation and counseling►. ....ry.„ Supervisors shall observe the employee's work performance and shall counsel a _ probationary employee whose work performance is marginal or inadequate. Employees must 16 November 1, 1994 4' 1 • rt7 3 it a,a}r �'r 1'! ,MY`.'%�'r M -'' r •,J= >lc} ''"'`t i �Jxr f�,? 4 `;; t ri t,, f k� rt,y{,' r v .r}g . d ;, y yatIcT •�•{A` t J+ je,'41,i,it'' ?.: t.v ; '+ i f :'" $ #fstp„7' x,vr,m€ rl.. •. r 't. Y 7` t $ :7 '. ,g1V,i'1.y.1'f!'1P,-{ 1 x i, 5 i ' i rP$! (t, 3 a.' +1yj` - .•1t.. .Y; M• }'`i 1 t,,, _, k, !.p`I�, y �r.r ,�12' P j 3 s •.t ry z!,11V•,t` 44:::t .!>4.'4 rftti:�.' `}X4• .H'', is,,6 p'.�.i .; .�i1'e. '' 4 ';y"'''t1 i s``t:ly,:5'c rr ?1, 3 Sr .l', i t'.t 3 t i 7 J,�V`• r� "�'t' � t � qc �r t� .1, r� R � t, t'l e t S e.. ',..�:• . .,ul 'K{r,. 4 q4 1M.''{c r�"Y£, da,. fa. ?. iY.:.� j` Y' �n' d� ��.. y .;?,r,. ,,V,f,., !..•� •�S�'>r) i,!',141�� •fcriGt �.s..a`€ �t#, t �;• b,'. .t i ",a �� .�; „�,�b.y};{?is; ,� #,.,.,1�,�r,�'..•t;t:t'.tf ,;,t, �. t r � Y ,:� ,f t 3+ .:i•. •r�tl#",�•f'„ '� Wit,$. �:tt�� !<,�i. 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P�`' '.l i �•'i t,.1yy;,a 1�'ri ,ytr . `°i•'4 a''i ',..-,48'i! ;� iii ' raj' } ,i t1 :,2'i,, � t,,t f 1 t :A, y,,�'i , ' ' %rid '',,4 ryt`�••,' • ?"'1 ;',.,it i t 4 h',:,„t,t. ,} i i. /.i •54,'' �L,Nf \ f iN,iy Afi <'� ., „i� }L 5. ={i,{'.',a,i !� () ryF,9i;.,,.'-,44,-,0,,,.. 4.%,�3� '4', ,u� "f !1 1..�..},,� �!" i � � y.,,t��a e ,Jy 7,�{i Y 3 y,p .: i�Z �`}i�?t a ,r dS^ , 4 1 ., '1' • i..tx E .l t f i 'l .k t % 1•', 11 >> 11^,t,*.i•`Y•`r i i alle,i ; fs i ,t''•,,,•, •. • 1 .frd"S•'" 45x�4y i Ah}L/r.!.:".y j�' *;,A,:.,..$4.., + i; ',-,^.!.,,:;;'. r ' . , :{ .\.,f.t�k`4: •.n i ,•.+.,,! i. _n;t.4 �?"�.., Rtr fii i:�'. ,r n ,.1.:�...YA Jpw.fii.t",.'....."3 ..' ,.. ` � ,.7.„7-:---..., t,` +4�t i T� a.y �*k � Y� k �r,! ! '.,e,40,'15,—‘,_.,,,..� �3 A- 94 fy 'lit ,,r tt f` r; . ✓' :Tr i{{�.g. it 4 ^4{ k :,;' �rc t r.4 � tt �, , + S r A� '( y " ;� +� r. ;i x � t4:,': . , ,�t d+ ,,x ;r 4Y ti , s � r Ir .Yk',d rt f v a��Y k. Y{ S,!1 r J":LS,I t � t .r t rr t y r• { t,'. r. ,a ,i. r �� .�`3 �4 f? ii,ri ISyaa,P ',4,'''..;, , i i::E, Yj• tl +a Yyy .Yf/e• , . ..h�t�t t 3 ?:k .UN Yye•,r. }i,r+ , '� C �i )` .f,� 1! kksx•k•it /r s, 1 t l 1 1s.: �` „ >"� 5r. 4t 1 , t i i i {tr 'r i.i 1.1 ) ,=t,,J,l ,:. .4=-I I �:•,• ., .,''C'''4' 3 0 ry ' ,: i , ,4%,, tr,;,+� : ,1'1'',rF,U tT't c , x 'i;,,=i '' r I,: .. ! 1 "YES t,V1 ;' ''''....t.•:'''.'d :.4.1..;y{ i; Yr ' €i7y.`y�,s'w 1,,,,,,,:� y.,- 'Aids .Y'A-` 'r z;r. be notified in writing of the steps that must be taken to achieve an acceptable level of work ,..,:',.'..;..‘.4..w.:4,,,,,* ..,} -.fir � uz< ; . performance. ii),:a . t =I Section 6.4. Extension of probationary period. _:` �I 6,; ' E'ts§d K `,t With the approval of the city administrator, an appointing authority may extend the "r.1 y,¢ r *':.. ;t probationary period to a maximum of fifty (50) percent of the original length of time if ;;,,,,,,.,„4.-All, 'Y r. unusual or extenuating circumstances exist. :i ,,..1t,..:,`. ':';. i Q Section 6-5. Termination during probationary period. ' ' Its' An employee terminated during the probationary period shall not have access to z :' grievance or appeal processes. The department director shall fill out the appropriate 4 , ,5 b personnel action forms when a decision on termination has been made, and such termination u ) ' 3 1 , ,, will be official when such forms are signed by the city administrator. •'r., _` rye. Section 6-6. Completion of probationary period. ' „ Y•".. arc. 4!. ',:'. ; '114 i i ti t ? a At least ten (10) working days prior to the expiration of an employee's probationary ' 4, ' . i': period and in such manner as the city administrator may prescribe,the department director r, ` ` r ;tl t a.' shall notify the city administrator in writing whether the services of the employee have been . ; satisfactory and whether the employee will be continued in his position. A copy of this notice 2. shall be given to the employee by the department director. Upon receipt by the city �;,, * ,;a administrator of a favorable report, the employee's probationary period shall be complete. 4 <� P P p �; �: J T ' 'Ili ,.,:�:•-t lt'r :V1944,l':x • 2t. , • Section 6-7. Qualifying period for promoted and transferred employees. ,. .;;. {. The qualifying period for promoted employees and employees transferred to a different FF; F ' -.; ': t q Ymg P P '1 .1.o.r ., ::,,i. class shall be the period of time following transfer or promotion from one classification to za ,.x4:4 :t ?' another within city service, with duration as set out in section 6-2, which shall be regarded ' "W'r`; :; 't'a as an integral part of the examination process and shall be utilized for closely observing the # ! ` .',;y1 '``;�..• t.I employee's work, for securing the most effective adjustment of a transferred or promoted 2 a,, t'= ``..... ,', r,;;} employee to the position, and for replacing any employee whose performance does not meet "��;_„ t '',.'` " " the required standards. An employee serving a qualifying period shall have grievance ,�i ' r4 privileges except in matters relating to the employee's status in the position in which the 2, , ., y T,.x t�{ a :;1 employee is serving the qualifying period. t. �`''r`F` A`; Section 6-8 Demotion during qualifying period. ':` "'x""''{`1 ''' ! A,4, •,i Fi. •l't:*E • Y An employee serving a qualifying period who continues to exhibit inadequate .ni4" -3�$�=-A• ?.:0. ',` rs, performance after counseling shall be demoted to a position in the class held prior to the :fj' Au . promotional appointment. The department director shall notify the city administrator in ,' ,d,! ,, ,:*' writing of his intentions to demote an employee as provided in this section. If approved, the ,;:,;-..'2,.,..1.,..-,'' r` .• ,.. employee shall be notified in writing not less than five(5)working days prior to the effective ,..,..:,,......,.-.24' 1 1,..3 date of demotion. i ;fir re>`' ' 17 November 1, 1994 • ,,' ,1.VAA; espt+'tp y; mow. 1•11 ai; y4,�.,- }"}"!'"?;.:k 5`i!i'T +iin5'; if+ay.wv+i i•' I'. tt1` ;,ysu,r-r"d+ d + t. . ;.:7r{. ,iB,l, a ;`-4rtyr A 7. ,1,. h ;r`.` e. "'T '`�v E!,'t '' -:', �' ty !,,rt, ;r`y; iiiti:: .,,0 'i r.,t '.S,1:ti&Ar'' b $' 1„ 'tx .1„,i r,� ,}*fit=�t,6,i:"4.'t.+d 71�:, .,i, ,, ':. >.1iL, ,1.'•r' +1'::1. i, r.. .`.'''.! ,Sy. . rt ,,u .c.o .,;i'1:;. :i' i t ).. '�+`�.,ta. �l .i 44a. a'�4,4.1 .i '`�' 4C�. p �:t a�4—''''Y)"., .�. 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"1'1'E� ti's ,t.,., 'i 't,' •.' s ld ll' ' t� i Nib� � +'�a k {rh53`t� ��a�`'�"� �'M'�'r lit,.'j �t ' r 1�r d ��RR �S 7C rr}7 ts' F 1 3 yx r , ARTICLE 7. POSITION CLASSIFICATION PLAN � r k : f Section 7.1. The classification plan. . v,`;�� A position classification plan based upon and graded according to assigned work duties �.': `.�� i, and responsibilities shall be maintained by the city administrator ,,-'',,,:r..,... to provide standardization .-, and,the proper classification of all full time positions in the service of the City. With the ;� ` approval of the city council and as adopted by ordinance, class titles may be established, `'?! combined, abolished, or changed. The position classification .. , :''t, { P cation plan shall include: tt �, (a) An outline by title and grade of classes of positions in the municipal service �,.,.,t; '; arranged in appropriate occupational P p groups recommended by the city administrator and +-;. `f.,i1,-4=ii r' . approved y Y sae pp by the city council, ��fi�.� �� 1; y t'4'?(ct 'x'` (b) Class specifications ` .:t ,',t rt, ) pecifications for each title in such form as prescribed by the city Ai. t' .1 administrator. Y x. f,4.,, • Section 7-2. Purpose of the classification plan. y ” ` < S1{, l.,,ti.', rE 'rit:c (a) To provide like pay for like work. 1. 54 '1 a 17 1.�¢t:t•t (b) To establish educational and work experience f�,5 rr �P�.+..' ., recruiting, to establish P qualifications, standards for °rig } A; < g, g, and other selection purposes. .,,o, -, . fir' v ,4i't, M 1Z,,- r\•t j,.3�t,r '7�4x.�;?,, (c) To provide the appointing authority with a means of analyzing work distribution, �- , `""' t`'�- : j areas of responsibility,lines of authority,and other relevant relationships between individual '` � ,`""`` t'11 and groups Jr-.,-,),'` . gr ps of positions. '4;1-'3J...,>,.*) (d) To assist the appointing authority in determining personnel service costs and : '=f='a ; iL` projections for annual budget requirements. ''s : : .,r. (e) To provide a basis for developing standards of work performance. ` ,' .' ' h 1 t t (f) To establish lines of promotional opportunity. .• • °`, t. R .t, , jfa.,,', (g) To indicate employee training needs and development potentials. 'I..; :.:';' 411 f (h) To provide P uniform and meaningful titles for all p x:::;::,1:-'1.1 gf positions. 1 T 0.) To provide the fundamental basis of the compensation program and other as ects 'i `i of the personnel program. P 'ity' r= Section 7-3.Administration of the classification plan. i The city administrator shall conduct position classification studies at such times as ' he deems it necessary or whenever the duties and responsibilities of existing °'4 P g positions have �.; , undergone significant change. The city administrator may also do so when notified that new fr; .` 18 November 1, 1994 v V••. ?7'' d'41 . �{.. ' ' '`x s f.4 s��"'��i'��C�r�. '�4n�a�s��F ,k, � �+ ':�psp�' S} "3'��^t + j` 3. P. ,,,, ,,si+ 1 :t''ti'J t`t..h 4�n,( : `m A , .! . r , ,,,,:sWX,t4 M1 ^ , 31 4' 'i:, .f' (..-4..:;-',.`.;',;. ,t` $ tJt�,�,r":l'•' '' r- ' �' tR��rr RRSs�' Y, h +R' �• .r f,},,,,o.tbH)ik`K•"i,,... 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',1+:, x�. / % .ry.e .I.,,46. • tgfg,' 4, , 474 .t(A ll'I '4.. r, `! ,54 ft.}.% a'{s,,,,Iv:-..,'—!r, •t� q �t;,l,i4,gn s` ,r r 9 i. +,t,' k.( °,.. w1 5 ;+, ,�,i`Et r.h ;a7 �1�e15'11`. {. r>h Y f tnA .Y: l+M r,� lrr;r,'!t?.4., f'.. o,.ry3�RR�'r t t. + i I A ,e , k r r r l i e.It'.'� 4.�t� .i u "1*'`:' r .i� +�I t-li N j4 '4F:t,�";,'± ';' J`.�-t'r �.t E t ,S ,t. t T, q'` .1, •) ' ,t�•f.i` :e1. :i. . ` ,.1A7), � r�";•} . �.4 ,.! t�� r � mss) "3. .��, �,: �?;'z ty<:� '�a?v (,.a. a 3. .s�:'=tr� t..�.i t ,� .taY•: , >ti , ` ''1 ,n " ,- a 1yy $ a f;:-5 ,/,.„ ' p."4,4...% {� .Ar-- r� 'to... ry"r ,.•,q.,, 5 y .Cc<t.. ..,� .s .. ;i: •;+ k air rrr- F? ks,'�,.5nt rlr ��r•� - rMl ,}.+ / xt 4!,,„di£f ttq 4"4; {'.iaP ' x --7,-:,-,, .. T ✓ .f x '9 t 31�1+i^ :{ ,r� i:�}(�`k�'"rf�rr;"fir t}, r�� t �`� y� ti . A , �7 �� r ':*W-44:'44.� ut, !t. 'N'''''''','''' t'S- '/ ..,yt T�j A/ `�f .•s} ?3,16,,,f.,2.1.4.;s '. ,.`: ,t...,: . ' ": ` m Pti�y13'>�.y.,:.+fh",�'4._r ,1 v° :,�,,e .',.) ,�f't�x.>tr,`,f� ,i ��f+. nt:.� ... • .... ' �„� r., e �ay.! i,4 ) { ,fit t , } +. „ , ,:. Ga...'s.'syv'xii.+i r^a,.«._._. ._.�.;: tit.wr. 4vNa+•' ilr y+txt�!2 .. _s.�, 1+ ..+, t. r t s ,.2k k� 1 P t zz y( :04:1"?,. ic ::': positions are to be established or upon request of a department director or affected employee, t 1, i.; or if the classification of such position has not been reviewed within the last twelve (12) j(tY gel,.!:-'; months. If the city administrator finds that a substantial change in organization, the ` c: .s. F =' creation or change of positions,or other pertinent conditions make necessary the amendment ,-'0-,4,11„,;:• ``� tog ; .: :, 7F00,.:..:,:; ,rt,:� >. '':,:' of an existing class title and/or grade, the classification plan can be amended accordingly, n s �, 4} ` subject to approval by the city council. "g '•' =`'i{ f Hd tit sr Section 7-4. Classification of positions. " -, .'217,,,,,';,,:.'. ,•..:, fin ik 4:;;,1;4";;;Y:::;;', -,;r.;.a , ; (a) Each position in the classified service shall be classified at the direction of the city `�;,%{�;, r fi'``, administrator to its appropriate class in accordance with the knowledge, problem solving, fi,'r,{,}"" t' "' F,• `' decision making, supervision and working conditions required by the work. Positions shall "'hv' ' ' 19 , , i 1' `^� be assigned to a specific class when: { r> \c -'',I (1) The same descriptive title may be used to designate each position in the r i z{ . class. t .fi ,> ` 'Y $ ,;- .:f' r,= r;' • (2) The same character and levels of work, knowledge, problem solving, _:• =.ti $4: . iV'; ,. :;z decision making, supervision and working conditions are required of t r r`*`3 ; incumbents. ''t▪`<=,,`x.;;, '' ::-,,: :A.,.. itr x .S.{.:; (3) Similar tests of physical fitness may be used to determine physical ability t r ; r { `, :tr':•s: ' to do the job. 'Air, ar N� LyF y}. • 4 ,,, (4) The same range of compensation will apply equally under substantially the 54 },y rf 7.•••;‘.?,:;,,, '4; same general employment conditions. `'' °try 1 i ; t r Fit.,• (b) All classes of positions involving the same character of work, but differing as to $ y ,arN h'a,1' L' ;: level of knowledge, problem solving and decision making shall be assembled into a class ,j�3': ;;4, ', 5't' ` series of two (2) or more levels. ,.'4',00:,..,,11, (c) Compensation or present pay range shall not be a factor in determining the classification of any position or the standing of any incumbent. k 0414:z? , r 3. ;A k j ,._,',w, (d) In allocating any position to a class, the specification for the class shall be Yj; r ‘,5‘::� ;! ,,, ,), considered as a whole. Consideration shall be given to the general duties, specific tasks, ; m�t k� j ., '' ` responsibilities, required education, and certification or licensing qualifications for such !Lf/4. "z "`Y osition, and the relationshi thereof to other classes. The examples of duties set forth in t 5&.; " position, relationship �;, . t` ; ,:,',ti '- J such class specification shall not be construed as all inclusive or restrictive, and an example , i / .;,. •, `.' ;' of a typical task or a combination of two or more examples of work performed shall not be 'a , ,, '?` '.` '• :.•g taken without relation to all parts of the specification, as determining that a position should . ,<< ', be included within a class. , A;r y ;+, ' , . (e) It shall be the duty of department directors to report to the city administrator any Rx (+ y",- ;:,:.4.'i ,a and all organization and program changes which will significantly alter or effect changes in "p '/";^'? ` a4.,E„t _l rte fs,,' .. ,h.., existing positions or positions proposed to be established. When any department director :< r},.�' .:. t;:I, requests the establishment of new or additional positions, or a change in allocation of an '�` t" t'' `:,`` 2'.',,,, existing position, the director shall address the request to the city administrator, x., ; ' �.� t/ November 1, 1994 ' ``�'J" 19 �4y r+��, y;a j:: .,.P4 p `i`i z"F 13 "q"*" }'$fir�,r• �tt. c�t fr 01'!!-4,....:4'.3%4:/'5f , ' " _ t ,{ t? ,4,41,s9 Zj 7t. r .t^^TM1'^ ,. . .+.ran,r-muwif + 2t{t�j i C r 7xn'._..,t-_'')-s,''',,. .,"'"'", x :»i'.e .t ht- 1.•, is i , a }�f t',..51 - v»i. + t t t 15.. i;e! +i r. f;:u,xr*'„ i,'4r 04(;:tr1. ..r.,,t;irJ y�;9`. •��y,�"�t. r .�;�,e.gr n ,� y t ''',,A1`,2,-; ‘:'...., .j,tF{�'i:r�".%,, .4 FF,t:.,yq•„{S .afS� �FY,• �Fri�,t•':.e'li Vi {�j. ;y ,, ,(ift`4` sir, '4 y { .r,;-:., l,v�•a,Fl i3 offf °1tire .Y, ” V, {.�5 4a: u�,tr.A2i�Tk!.yp, ,.>r � ;�./.,/., ,Ft, 3 ,�, 5 �rl {,�,.t„ i':n r 1rr'�'�,t,��. ,'/?r�PiihK.f. � C ��{;.s. r). .r l+ � .�r jelY 7 .ylA^Y :`any `i n �{ { {�� t H{j'"S {, '1 ,r aY:xfrf�'A•f.tka.:.+�4 £;.<�4,1:q. 1 fo.7 .[, r t s r :, It •�i .,1,V,�r J3!''a'•) yEt .r>t,,t. .t1 sT`',7,,h•.:.�,;s, i`.,,.: b •t/:`.,ohs �a �.:�r+'.�,f�"�1�, `rm�,"_ ! + r/? ?y,s•c•t.:' s �i' - '; >t • r -v^., t"t�,�`•��'�4,. �{��i,3trtrr", atrtF,A�'�hr:�Y� ,^ ' ss'��'r ;�li,p�j°�/,,,y}�� ucf. �' � �4-'tl��;{ rt.:F4':., , s rv.rrh.s..�. a,v,!•,};�, ..,,.,��„e�cy =�.l �r',�� :} �,!:^' t t{; �;�i,. r<, :,� d•?y ^.s!) +fcr,, f t:i, 'r , l .t` ,r,"',1�vr.:vfi�{�;'� :�S',.; .`'k.�r ,,N,• ,!:r�,•%'` F:�?. i, " tr 'l.• .t�(lrj,,:;�: r : .; rt rkx'a i r 64: e •' r'1••'>,5•'t Y../ ��:a�rrit�' .,t� q;3';�3"' h::(, ? :r: r _it 4.e.. ,H, rc,?i, !� ,�:'�r'c{,!`� ..'�.{:.W,�t1,.� ,'p, +a b:-?t'�tf{r.� 9r' .-Yl„��irt`1 h r 1 t "�. 4 r� i i; ,,.: , ,,t. ,se..dti;. .4 '4 }K- ak,4;:(�i 'ps,'r,'r 1:),.. �z 1 •. sr•)�. rt �}�'4e`�� d a•9 ,t �Fr•„.�'.?'•ia•y P. { r r ins,l.. .,t,.�'}•'�,f�PE t�' .'�;z`+ (t�nu r i.fj}fM. t• �S,'s..x:'i}r..,,"i'�f „Y i t.r(� � b... * ;Y! {. .r i' �,t , t i i `.�1 i t ,t�tr'� ��7{• ,zt.�t� ' .:t',�i.'�w <k» ,�,4 �,?k'S ti+',��y�,•i�S�i.' r 41.14;,,,$1,,,k,00011,10%.%,. { � ,L y•'^'Cdr' . �it,ur a}•n. e•,l: �' .'i•' it ;f v'a S' ;1,,?.0,,,:r.,,;. �?:BF 5,. �'11 4'f l�n;t;tr `•�",1:',, ( .+ Nt i� i �ra1g:,, ;, , >' ,/,. trot .c+ li it'°5"i ''J.� ^r,. �2 � (F Trn� �,vS•.<. . ,1 ,-.11, -: ; ' ` � >,, `,1,t y 1 w r +'.>, *iJ;•! x.., �,7+„a,�,,,j' k ?..A�.;a t::#re .r •5 f i" •.y+k ,t�>'�t ,i:fyr'rJ,,c ;.;#'Y�iSr ieb..3,f, ri4l. •t,;. ,, ,� � ' f�tr•i�nYc;i7,l; +2a K�' .t'1!.( ,a '��. ' k-r9 ? ''.,{ `.h �•�. f {'x(7 ti• g., `41(.3• of r �. t , .t.rid {'✓> °' ''Y ,1i 't' ,a:f'=.2t%t; v.iv .l. ,if .tZ�� `1 '� �f e'k�1 ', �w'�M/�Sfk•;}`�J�{ �..p',f f� 'r V Se'}:+ r : t.� ?.,i '� r.�„""��,i� 'tax ¢, t�,t. ,�d� w/' i� t, ri-. t , cw r '+P , n{>S Ir4"." v •1,,, .,t. ..ltaa' .l',4. £ I¢ r, , ,1•, s y�(¢:4• t .,? �Y�.J•344;.1 r;. 1•i +' t : ,U;•∎•�•3i...fly t 4A+tL'"7,{r1 .';: 1 a�".. <tf { ({;;F i, ft t 1 c !;. �tF}it,'} YF+` 11. .•n'F4. ,i. .. _ n c x,h 1 t/ A .... .... .. .. ...._. ,::tea '• ..k yy'i.ct l'...'.R qit 7 ��`..�.�•" .�.'t1y,;v.•<�',{.r' '�_'°'r 44.ki,..4 r \ rzk.... .�'.. '. ;':v.I'.,x.'±.t tom'..:<,a... ..,".'4.:. h*'1��o,�€'' h xa �i k�, i'r; °i '. e.1'c, :+4" k r+--�;`n .^A .:'',, „ ' . 17 `!� 5 .t4.ylX2'ixe unYT.+�t? `' �,r. r .ttsP , t .„.. 1.. €: r . 4 _, , 4 ,. t' _` , *R.W.'� Y i , .: ' k' , �`�ylµ�'td,�t�<,;(;',tJM.v3 �3 � . Jc ;r'0' 'sc''',n' ��f�� ',-,*a 4' -4`'.t,"� F.; ,iIt: ',. • c'b r tYX 9 ' 7{.1.s a 4"; ; � A t r r R',.t y{fncv;v�.d If r;y. ,±;• `.�*rSr;1 s..�.�,,,44 4 t�t< ,---4 . r; ,Y � , 7 a k� • ,Pa; ,v,t n .,r fl "0 ' r.towc,„0.;1,4..,:.,,, i r J a cli{"r �r•t�.> ` Fy:'t 1 ‘,J ,:,y;,jt' < `��., " . ; q.,y ar z dy�, C rd8:t 'i9� .1'�, °P , , ; •r, y . '<, , + Y t t ,.v,i '.•-•h- ” P,4 f �S ,, %+ °'t l ;� ' ' .. � r + �sfg,9,•, ' " .il n ;n .�}+;vit+t :+.tsL Y +Sea v! . ,,,, . 1 �i - S } �+.i,'>r b 9 6 : Z}tZ 1 r ` J' ,! {{ff ,A,414 , 'e ,.';,:":•',,...,k 1,J : „4, ,, •• .,, .31.41,X i .^! F, .�t1 � �t'a t. accompanied by a statement of the work duties and responsibilities and qualification n)Y „2 t . •r; requirements of the position, and a current organization chart. rr" ' :, Section 7-5. Effect of classification changes on incumbent { 1 tjt 1 !��{/�4 Af.%‘ (a) Whenever the title of a class is changed without a change in duties and �. ..4 v.,',,•:`,.r responsibilities, the incumbent shall have the same pay in the retitled class as he had in the former class. ; ,' , r `' (b) When a position is reclassified to a class with a higher maximum salary rate, the iJ; n.: 1 city administrator may provide the incumbent of the position the same status in the new pay ` ‘,..,..*.4...,.,, ? r?''' range as he had in the former, only if the following conditions are met: i '',`'.m., 1). '.Y F � �{ltfn. 4,,Imo'', (1) The reason for the reclassification of the position is the accretion of new 4`=�; .1'v. _: duties and responsibilities over a period of one (1) year or more F '�4 `. '#'` immediately preceding the effective date of said reclassification. r . . (2) Such accretion of duties has taken place during the incumbency of the n 4At�", present incumbent in said position. 1,-1.1, Wi. {f1�i� 1r: .. ?t•.�r'4'%c.rr (3) The added duties and responsibilities upon which the reclassification is b� zf;�:..4y(., ""l p,'rit4 i'{tom based could not reasonably have been assigned to any other position. `t?,.r,., z1.Vp;'S'y: .01',0,i ,.;.`,,?,.,` ` (4) The employee occupying a position which has been reclassified shall '�1 . Yf ,,,,, continue in the position only if he possesses the qualifications or training y =''•, :.t. 'h '4 and experience required for such classification. '�'," 4''`'''4 An employee whose position is reclassified by virtue of a gradual char a in the duties 4'; -' ;. ' and responsibilities, and not because of assignment to another position, shall be eligible to ”'I`°`"s''`'ue'"" 4; qualify for the position under the new classification by successfully passing a non-competitive .;s.;irr; j,;,,;, qualifying examination when such position normally requires competitive examination. If 7 J L,�,,, the employee fails the examination for the higher classification within the thirty (30) day � "`t M1„ period, this fact will render him ineligible to continue in the position. _ �' r!"' (c) When a position is reclassified to a class with a higher maximum salary rate and I , '•t) the reclassification is due to immediate reorganization,redistribution of work responsibilities ?t: . .'t;., .7: or new duties and responsibilities, and the incumbent possesses the minimum qualifications; _., `r the city administrator may approve an increase at least to the minimum of the new salary 1` -4..,'„, range or higher in the range generally with a total increase of 4%. (d) Whenever a position is reclassified to d higher class and the incumbent does not P g .. ` possess the minimum qualifications of the position, the incumbent shall not continue in the V/ j, V position. In any case in which an incumbent is ineligible to continue in the,position and is not assigned to another position, the layoff provisions of these rules shall apply. - pply. . ` (e) All personnel actions and changes required by the reclassification of a position , shall be completed within a period of thirty (30) calendar clays following the date of such `' reclassification notice to the appropriate department director. 20 November 1, 1994 1'. ,,,S.*.*,'..,' i`j`", V'ii't,F�;.. tsi g4x;-•Au ij! r44k ■ ,,.;,,n.. `cm y� t y l" .� �},r j z'2,1. §y�q.•.} y+.1..)g'i 4. .4T-'.N»1,.: ,+r:' . F"1sOr''. S;',N H i' �;F.•.t�C`, 7, 1\ d,' „ F ,. )�!,--,,.) •e .-Ct 1, ii '{t'. ift}t':—! SS +l1vX'. f ., ti J ! li. � . Y.�L l:Zi J Cf.f.' A� J xW I' SZJ 1• Af •a' A. 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My i { �t 4't, §r'' F.,a. :x 4 ( n4 ,,� . �}'Ya ,ut,� b I., x! ��. hr,S,� 1 i�'� -�:�, i` ;�6'�t.T:, }:?><'>'s�?' d�� .�e"�.r�t,�°#� ��r �R.� 5�y� Y� �,A .ti"tf:jz.�st o y r� �.i. � ri s`t try"y r4'�f .,F'rs,t '41j ;.k4at .�{#� 1gd,4 ' �• .)7 .' z x :�r *.1r rF zt i y:''''''', '�?k y s s \,i,'•�)*!tir+ij �1•et ?"%A�Si4ri ��A`N..o�A�',+� 'YL Nil��'(^j..,��5}i' ... �� . ,3 . r �,,.�•. '.�"s`��','`�d� ... :. ., �•' .. `t'r t 'ct t. �: .. 1 �•�, (it, r a t s t��,t � (. f 1� t - t ei 4 ti ti+ ft ' ARTICLE S. COMPENSATION PLAN 1` ,," Y , Section 8-1. Authority to establish salaries. r. "`' the officers and employees under the v Lr i The city council shall establish pay ranges for f t jurisdiction of the city administrator, special boards and commissions, or employees under t, .t..',•_._ its Jurisdiction. �� Section 8-2. The compensation plan. r ' ' The compensation plan for the municipal service shall include: t „',4 4 s':'',1•''',•:.;..,... (a) A schedule of standard salary ranges indicating the minimum,maximum,and mid ,,:..,,;),',.1••.,,,,,/ ' ,4; point for each pay range number. i,.,.„,....,,,,,...,. (b) A list of classes of positions with the salary range number and the number of f,,...,,r'r'„•.` Y.-y.O authorized positions in each classification. ` (c) Supplements, amendments, and/or revisions, from time to time, as passed by the • ` ' r city council. k€`'.;•,�061 ; £ C�44^;t”"6R p ,r ,,, 1r'F'ij3't'yr:F t'; Section 8-3. Standards for determination of pay ranges. s ,rPlh4 • > : Pay ranges shall be related directly to the position classification plan and shall be ',,ky.s c,x: ,4,y.. ; 1, determined with due consideration to ranges of pay for other classes, the relative difficulty , ,'t .. ;,• �` city, availability employees ;.,�•'` '', and responsibility of work, the recruiting experience of the cit ,the availabilit of em to see � �,1,,; 1 in particular occupational categories, prevailing rates of pay for similar employment in ,k, i1v;Y.f t private and other public jurisdictions in the area, employee turnover, cost of living factors, 'j'f1} . •,. c the financial policies and economic considerations of the city. The minimum and maximum ,+,%4t;." L'Yk 1. rates of pay assigned the classes of positions shall be those which most nearly reflect these factors. °,� L.,.{ , t.. r compensation plan. :,' ` Section 8-4. Amendment of the comps = " t� ' -- Any officer or employee in the municipal service may initiate a written request to the city administrator for the amendment of the pay plan. The city administrator shall study :4*"...N ;•,:, <_a , and make his determination concerning the request and shall notify in writing, the person • and department concerned of the disposition of the request. r tt, ` •'• Prior to the preparation of each annual budget, as well as at other times, the city administrator shall make comparative salary studies as he deems necessary, or is instructed , .?.. by the city council to make, concerning factors affecting the level of salaries in the municipal : i service. On the basis of the information derived from such wage and salary studies, the city z; r3 ,,'� C:t•r•■ administrator shall recommend to the city council such repositioning of classes pertinent to '` d + ' r the internal,equity and external competitiveness of the overall compensation program. Employees affected by repositioning shall have their pay range changed according to the plan ;? t ;I.) r' 21 November 1, 1994 J ' •`, .it',,'4 t=� N�4:• r. I: .-0N-f & ,,,,r`'t')- F',''!' 1, •P. h' 'f'e3y �1 t.h 'N �' ,f�;i. !Y��a'i tr P. .F i. .rs: , I.,;.f: ,,,q,,+,`'� ., «.r{ 41i 1. ,t` 1,, �9x'Y,1t} Y. {. ,> 9 ,'' '>i `?.1.. 1r+,.' 'A"''t. ±j..7_ :: f"",tt• 3 y,.; ;,t a> 4'• 7, ,..r �M1r . 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'•KE .7 .st x z ,.ad Y :9{i{'4.( t.,?•.';.yI• hi r, � 'R ��. ~fit � s � t ;r' � F'�d lit".'. ;t a,,,, .,} �'�:�; �#?.,,, n,Lr,, tz ! ,s. „„,„,:,,,,,,,,4,,,a .��; '',�r � C :n, •,z i.:.., Y;�,L- f iJ' !•. 1 4 1 M F � Lftl' i9' f2 'W t 04,44%.:;.•i��°it, ,At .,,`'y;:h%.t.'"F �`Ys;dl,`�•.n>.,�.ur�N�Ilit�F '��ifJ(Jr.,pdiC/FMUe�+vwrlcrui..t:�Yc�.,}.vi<�#rr..s..•r,.•.:� t t . S�; 4,z.r��° �. r�'"`;. .. t� � „ r'v anee ?y k,5f { yrrr k rd t 9p•,g �,F`hrif. . '�5` .y`r y p p Y g P � ` .„Ar cand ma be ositioned in the new a, ran e u or down to the same relative status as their z :4..:", .nt:.pay in the former range. Yt ;" x{ � `� w.ti. , '. '; In arriving at such salary recommendations, the city administrator shall take into .", 4,-'i consideration the advice and suggestions of department directors and appointing officers as l,3 ,'r ' 1a .t reff'• '.�, to the duties, degree of responsibility, and working conditions involved. Recommendations ;_�s4y'{t. ,',,, X1,5 made by the city administrator for the amendment of the compensation plan for repositioning `f�. ri'l or reclassification of specific classes of positions shall be submitted to the city council. When _ }, i i passed by the city council,these amendments shall become part of the compensation plan and 5'=° shall become the current official salary schedule applicable to the respective classes of ; ;.� PP P 1�„s . positions as enumerated therein, and shall be used by all departments in connection with all w r payrolls, budget estimates, and official records and reports relating to salaries and wages of • , ` IV:- positions in the municipal service. i r '.. <. "� 4 ',` a Section 8.5. Total remuneration. .4 '� ' K iclirz 4 ' 'T L.; (a) Any salary rate established for an employee shall be the total remuneration for owl, " wu,, yet p At 'r the employee,not including reimbursement for official travel or other authorized allowances. ,• {: 5 ` ,i.i:;' Except as otherwise provided in this article, no employee shall receive pay from the City in . t, t L salary provided pay '� f i L'_ addition to the sale authorized under the schedules rovided in the a plan for services ».,.i fS rendered b him either in the discharge of his ordinary duties or any additional duties which t ;-„„ ' ''x may be imposed�u on him or which he may undertake or volunteer to p perform. %,+ 9 ,. _; Y imposed P P f4 . '>a �,y. S .=jf.4E ,1 jR.t 3,.” (b) In any case in which part of the compensation for services in a City position rig`,i',. r., Y P P Y P ibf r ttlx: s:., r•. 4 ��..::` exclusive of overtime services, is paid by another department, division, or an outside agency .,;�,� �+' �',��>� s,:_.' 4 . ;., t. ,t such as the county, state, or the federal government, or from a different fund or account, any , § " ;r ,; 1 such payments shall be deducted from the compensation of the employee concerned, to the end that the total compensation paid to any employee„from all sources combined for any 'a +.�,,"' t ; period, shall not exceed the amount payable at the rate prescribed for the class of position ` ° }' ;�` p , p r. ,;= to which the employee is certified and assigned. - -' (:, Section 8-6. Dual employment prohibited. 1 ` .,. f,cp , No regular employee holding a position in the municipal service shall be eligible for t 'I]: employment in an additional full-time position in the municipal al service. A regular ar em to ee �3 b. any P P employee{` may be employed in an additional part-time position in the City if approved by the city 'Y'' `,{, "^I i3' 4�y.}ttb�^h ' .1 administrator. '?" ',,, 'a` l ,,,v,.•;: '•]r y. •, ;t r, r,. :et- 1 Section 8.7. Special assignments. , . likYi .t,-0;i::?-, jy Employees assigned to undercover work which causes the individual to mock ;,,..,iF '•.;,_'' ` employment with an organization other than the City of Jefferson shall reimburse the city ,, . for any earnings in excess of earnings provided by the City. , 11 fi :.. Section 8-8. Application of the compensation plan. ;...,,;.4,-,, " The compensation plan, containing standard salary ranges for respective classes of fit, positions, shall.be applied to all such classes of positions in accordance with the following: „„,? 'a=-% ,, 22 November 1, 1994 r .' F4°~ {{ _. I S.,$S.`.'i�.s.'{'•t.'r�Z,n•ta.'t.-k.'�':...�,. `YzT:.,•'.-s,.d� 4i �x.i e �4 7 1 M'}.t rrn5....5._�..,r'.;..._,� Al:.'_'..i,•_I\<,';.t 'i S r . .".r'•r 1 a)<<.:k "S s.€:i-.r.'•�;X;*..•� ;A .,, t. t 747 �t✓n r4 l ,v,`i`\1'.•t..r'�•�'S,'5 fi ka�33�, tih� ��,li 7.1 � ,�(:is }�/•v. yy"yy ,?dt • ��,a,,.;:.i't.,•...Y r i�..t'r;y c';'•., '.•v. .7 ,.i.z.. .L.. �. . r ' };C ,' /53dy�?. f,'l• ^ J�, � f y f ,.>!1. ., l r;` ,(t {r I_ - $!ti : �. -1,O 1 4+y�yt'!' � F , .T', as..j':c,t z 1 i f",•? ••Hti i ,.<+: �Fi ,q t "t ,,ti° �Y. ft�,• � `:fia.! 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TsSt tr .rr3�L 1" 'i,�4f;4G:I(� �lt ./re MY 4.x. r ,'440,-.61,.‘,,,O.;@ „ •1„mi� q �' 7 4 � +T s ' A«.< *..f'.�f P 1 l"ti ' '' r,{i, 1 .,az,ar z 4 k 3 .".7 7, ; ,. , •: ,.,.t,. 7l,+}. < \ nlr, -:.'--, ,-, '-f•s. . ,; ! •rt `? C, t r.'� t ; r",�- 54`°r:-v 1- hkr , ,tf�, fr • {R 4; , ' t '- T :-',: . r 1 , 'S '�, r ,i -.,• V, y' . ' ,,, , i i ,, . •,,t, r�• ��, . ! , ;Y ��` � � " - 1 V. t ✓n 1 Z ,■ _ . as. ♦ . ✓- , •. .,. `...d .r< ..�_. . ,e._vawrtw<r*a' 3*r.A!'r!! tl ;L ?;. ,.o.-r : .. ' f � }Ss,r ! I `.•'d g•'',l"� WYI i. 2 �• . 7 Jt. E4 F.1V 5: 'e!-:t 1,,;ax d�,.''� x v 'i� I ' �*` t t•r4� ,:: '7t' :,C, r:�y�.r 3� .riyt r , t i'. , �t. ht. .,y :7"Iyl i" li- ,{t iro.I.Pgty} .t t ��.rzSr� R4 ''4`y, '` ? + t ,.r'..i- ':!::: <. i.c��Y' `t�' t.iti-y�}t } ,:p't; :� ,i hr!�. ,rili....u:t......._.1....a ..'W...�_.1.1.ribiMate!e .'5! `.rie.. '§�., e °k,4, �i�ftYHCh5r7'i9129i�45tfxfdl',P'i' R ,�' �t>:}..t .>_ t f )l+ila,,! 1 '�'+. n t .'i t 4 P{ _ Y1 yak } • P r k ;:.. 4.',.j 1Vr4t r " t x' . yy. p rt . N: .:", (a) Rates. All x ates prescribed in the ranges of pay represent the total remuneration, ` r " 'J ' v= v: including pay in every form authorized for full-time employment. Where employment in a h . , ,� position is on a part-time basis, that is, where the week's work is less than an ordinary work `` ' F ,;5, hk3 week, or where the day's work totalled weekly on a continuing basis �� ; � { j consists of less than the ordinary work week total, or where the day's work on a continuing l ; w, basis consists of less than the ordinary number of working hours of an ordinary working day, 3 ' ,, ,fir ,r `t such service shall be compensated on the basis of the equivalent hourly rate for full-time `'r" '' t employment. ;c=: . , j >; (b) Minimum and maximum rates. Under each salary schedule there are set forth 4,'�� 'I 4r : a minimum and a maximum salary rate. Except as otherwise provided in this code, ili a,, `,t ' '4,±'., ":";I appointment to any position shall be made at the minimum rate and advancement by �1 ' ; t `` ' successive steps from one salary to the next higher rate and to the maximum rate for the �t 2 . Y3 class shall be made on the basis of meritorious service and efficiency. �:?:; 'if/12'4f t t gZn ': 4',;. (c) Equivalent compensation. It shall be permissible, in the interest of the service, ":;r '. .k`c€,,._`�; '7:'∎•,;: to pay equivalent compensation on any time basis than that specified in the salary range; ;*., ;,: y"}, provided, that in determining the equivalent rate on a different time basis, the relativea ;� `` earnings for full-time employment during a given period of time shall be taken as �r,s. � , ,t r determining equivalency. ��,><r��zf f I2 ji,Y1 y�2 I a9� =fir• (d) Part-time and temporary employment. Part-time or temporary employees shall :.Xx ; r_..: a ; be compensated on the basis of the equivalent hourly ate paid for full-time employment and �„ r shall be paid for only those hours which they actually work. 5 ktnl. `. , .fin.�t .1.,' sue. '` i;.''( ":.t t, Section 8-9. Beginning salary. •,._, ;,` • The minimum rate of pay for a class shall normally be paid to any person on his "sF 3t ..:s;. .>;:. original appointment to a position in the municipal service. Original appointment above the �: ,�,�'�:,"•.. .: ,i.' minimum rate may be made upon the approval of the city administrator subject to the ,.;,a._ :�„ ;.: following conditions: ;r, j,. ;,::, $:' '{ (a) A full reference check must be made by the requisitioning department and fully 'z?' : .,.; ;.' •:,.; documented, All documents are to be submitted to the city administrator with the original 9':g vtr request. sk s i -,..w 1'4,;, . (b) The applicant must exceed the educational and experience requirements for the i. „• ;;.:; 11' T'f '''' position as set out in the official job description. �,' e,-, 4 r R .,. F (c) The requisitioning department must provide documented evidence that the '4.,,,,,,,44,,.. , position opening has been extensively advertised in local and regional publications and there 4` ,. ,,,v',, 11 is a shortage of qualified persons. ,,4�(1 t a (d) It must be demonstrated by the requisitioning department that there are no other , �� , �'" ,:"`? applicants with equal qualifications. F''''_ ;j :} ` (fIiAi 1 ; 23 November 1 1994 44l; y; =0; ,. - ty-ir,S.i t7}nom#- t+,-1 tit1. ir,. " 'i'a T$ r l. K- 1 rana rw+ . . if l �1{ f p{ k 7 t R:p 0- ,-,-:. w I ;-7-^.+ .7"*'! -4w3 K^ :Yrf 4.;,%441?n; ...-,!v--! " 777777 7r77177_, L• {if s t;'. ', V,k:' 1 Yk t f k. : ; . :t :i ' , ! .t t } l 1 ("y}* 7 41 i�'t '1x:.jF'F i t t ir:; -' 1",..4.4..1 f s'q%- ..4UP x..^ ' i : p . sr •:Vi fi { F'l i {,i s A .l :k 's.,A f:':`...,,,.. � 1.t .g.- xl.�{r. �, .y! ,,,a,r r Ni- { `4. ?1' ..t a y r: , .- '< +id 06:00:: " ;4:' G '' tt;k 4 ;tY'7: - 0 , �:� .' . 1 7 t �, t r i r y._t + r..a afi rr 3 k n.4 f 6}•;i,;ti `5.. 4 ,"' 't ��p :� ` �� F' r n nK . t,, � t l a r r,;4.Y.;.� `+:t_ e1. 3f4 $; Q,4,, ;': „ s � . 1, :r14.--,a,'",.1::,,., :ii ; 'r st,'t Y, , ) , ty .` , t } 2� k .4 }I.,:i4 2 7: -t y „i w. r ib w . 'ryy t , ,. i.•. 1 f :r f r t r i,,, 't . 'S� k� ::1 r �o,' { ` *;a:iZ�n� r�� f (,Py 1,14( �q t ' l r. I ;�2 tt 1 t'1 u;r v � � I : r ",:,frt SY . � ! :;p $f,. , . $� +riaF.; t:g (y `Y1 y y L`' ;ik„5?A7• 5, Y s . , ' p lz: , ri} ''.r t r i d +�y.° t.. f¢�� ,�.�([%'n . h>• ri; t ;,',,,,,,i,„,.1'47,, zr� v r,_t ,. 41, t.M-; J”' r t , r ^4�+ �j „�,+ � 'v� .,rte t lr x- ; r ,�,� 1: ,:,,,,;:i•-,,,,,T.,: r P''• ':< r ` • . .:,-/:1,...1 l : , t� a + 1 X-u J. t� ,,.. (.,,, i d/e, 1,;: yl qq , ,. �. •r. 01.4(04} .-r--,. _ -- .7 .. -Z. J r s.. 1,-;.,,,I,.., •,F"4* +• i .r f ,11'4';',7"` !3 t ..I r ., ;.�',. s .. f ><,+. ., ..;, r >v-,f- x, t l ' 1.. 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(e) When any employee is reemployed, the city administrator may authorize an ,,: appointment at a salary step in the range for the class corresponding to that which the tl •. • .,il�'ns` w- .,' employee had been receiving upon the termination of his previous service. .;„.„,,,rr, 'x?t { Section 8-10. Salary advancements and bonuses. { n - fr.t Merit salary increases and merit bonuses recognize employees for high job ` performance and the enhancement of job skills and knowledge acquired through the ;' employees'own efforts and initiatives. Such pay advancements serve to distribute budgeted .,. "''r frxt„ u. monetary resources to employees who distinguish themselves above the average employee. �'_1'.E�,;�.•.t; For merit program effectiveness, performance is necessarily compared to other employees to w � ,Y determine what constitutes average. To maintain merit program integrity, average and waH 3�; 1' ; marginal performance shall not be rewarded with salary advancements. l --t..� a I. i; , :r Y. ,, ,;, Merit salary increases and merit bonuses shall be made to full time and part time z. ;�.A.r. , with benefit employees only in accordance with this policy and shall be further limited to the F,?{t,:N' ;-4,' ,rr funds available and budgeted for such advancements, ti r , .„ 11 V ` (a) For employees whose salaries are below the maximum of the salary range, merit 'r'-,v. increases up to 5% of annual salary not to exceed the pay range maximum may be awarded ;4� �' P N,. between annual anniversary dates of employment. ,'A0.1,x'-..t ',na { 1 ..3,..%:o , ,,: es + tI 1 (b) For employees at the maximum of pay range, merit bonus(es)totaling up to $750 . f`'c=t3,`, t ' : , may be awarded between annual anniversary dates of employment. ,,4.:1r.'1,... ., u `; . (c) Employees who reach pay range maximum with less than a 5% salary ^�;. , '� ,, P Y g- ary increase :;�` ��, b�;. ` between two anniversary dates may be awarded a merit bonus not to exceed $750 or 5% �, 2r . '': /4 which ever is less when combined with the overall annualized dollar amount of the merit : , i” • salary increase. -0'• "` ' ` 4, ` (d) Departments may establish, subject to the approval of the city administrator, 1.",;. +;3es,;_, career development plans for positions within their departments. The purpose of the in t:` - establishment of these plans shall be to provide career paths for tenured employees to reward 1` "'' '' '` ; P P P lFi�'�,'i�,"�": ,. , experience and reduce turnover. In establishing any such plan, the maximum allowable f'A.(, L A'. increase for qualifying employees shall be 10% within their authorized salary range which ;_1,:; ur , 'M. may be established as increments within the plan. 41i-mid.,.., pt;,,,,, ii-;4K Section 8.11. Pay rate adjustments. fir;:''' f, u, r:�,'Iti iC....».yf'.r,,..: The following personnel actions may affect the pay status of an employee in the ''�t. ' .; manner provided: (a) Transfer. When an employee is transferred between departments and divisions :~'� ' ' `_ of the municipal government or between classes with the same maximum salary ' '` p g ary rate, the + , salary rate of the employee will remain unchanged unless the current rate is below the ;, , minimum pay rate established for the class to which the employee is transferring. "''` ' ,,. 11. t ' t : rat .. q. df,tqd,^ , A 24 November 1, 1994 , ' 1 .b %z,.l A... ,`,..,4"`jp ,x. .s .'S'^.f ,„0;;,, f�-,;777, "^�!....., f,^�a. y,`.'.'A"iN', , . ,s . • �. t �,'•, r „,,,, }i. ;t It �,a .n: e / H ' ,ri u'•,.' .r,Mrrx ., 4 .'" 't� -�c 4+` .,5,, .r>;'. 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D $.,rt+. v.,{, ,o e 4` {., rr� , A. 1N +, U. J, 't,17''' '''s,` t..W: ' ,'\3' ' 7",,f(' •!t,'.' easy'' r ff`-751',4'.4 J .,> ''''''�s;fC,<l"?SM .. 2'I }i'4:,4,2 7 'y :4. ' 1� , t' + ■ �, t ��n. . r' ';,c�,i' ,Ulf,'t..>,,r . 'lid. ss 't�'`h� k.r,-,k4�. , ,,� '� "IL,.� � ! ,.fix�t r �, .. i .. _ __. . . . . _ A+ � 3• �Y!®r _i r ..-'v _\ , .. �.> t .`°„ ��:ds, , .r t....a'�l ' �1R_ �.5°, , , ^'" r t.ti ., ,.. 71.-777147::=1"1,."77,77.-------.,,. }5!51�,I9a`s, ,.---"'"•-------7----- #vast' -.-r,,__.!t _ - j , . 14 iz '';',4::-:-..$:.= w " ti 6 i�" . 1 : ' ; tF.''�S`'- rt7"' T^.,.r A s t.' g Y � u1 j. i, fr :: ril�yS '4":' } ,�k� k t At : +ai;•i.' ■ , h ?G A 1,+ J' .,t d } t r t 07,'"'":44 te.;. 4v{ ".�^4p4,�. �� X t,..1' �k f .4. J S,A ,. .::',,4/...,,,l., . . i C ' S t : , P. �'47,`;:n'.! �' . } q , :.,\ +. 61„Y{,, r. Ff !'+g• }}t;•, t' 15€tRtil trsiw.+..;.:.t... : .. .ww.dnnecgia&VJ + 1t+p 'i"d' "✓hI nRrneiesuat aGaf2.F i1n ' t ) . .•"r t•.1:;in$ ,t } tYr''''''''''''''''''''14-• Ft< r t it'?Sa` F;ft€ .tt ydrll� I.4. �,n . Sp, r"t=R:',11.',11,;;,..,21 4. Si p ;':=1::,. 1' : _- ' (b) Promotion. When an employee is promoted from a position in one class to a Z , ; !4,,;. position in another class having a higher maximum salary, the salary rate of the promoted r { ,F. ' employee shall be increased at least to the minimum of the new pay range and may be `ar _#` if:': increased to a higher level within the pay range, generally with a total increase of 4%, but °' r' in no case higher than the maximum of the pay range, �', a4;;4 Y a� f1 `it (c) Demotion-Involuntary. When an employee is involuntarily demoted for 4 s sj s ';• ;1: disciplinary or similar reasons from a position in one class to a position in a class having a t ",::,,' lower maximum salary rate, the salary rate of the employee shall be reduced at least to the as i-.,.1 maximum of the pay range established for the class to which the employee is demoted, and iw, trg' �,: '''` ' the employee shall not be eligible for promotion or a merit salary increase for a period of one (1) year from the time of demotion. = fi` ,.jv x t: :' (d) Demotion-Voluntary. When an employee is voluntarily demoted from a osition ,� ��Ft�� _ in one class to a position in a class having a lower. pay range,the rate of pay for the employee W.0,0,-;}t .,, shall be reduced if necessary to place it within the pay range assigned to the lower class. The " ; . ? .t employee shall not be eligible for promotion or a merit salary increase,if not at the top of the r;t� `'` range, for a period of six (6) months from the effective date of demotion. ,,,,n :� k T. (e) Reclassification. When a position is reclassified to a class having a lower ,, ,,},,t ` f S l '� maximum salary rate than an employee's current position, and this action is for the benefit ;, ,,;', of the city and the individual, and is not a demotion, the employee shall retain the same rate of pay in the new position as he had in the previous position. This action shall not affect the ,r t employment anniversary date for merit salary advancement purposes. `;Mfg t 4i� 1 ,.k 1. , .rrr t.1j r. •, y rate {',,A ' When a position is reclassified to a class having a higher maximum salary �,,„ ,o- r;, than an employee's current position and the reclassification meets the conditions listed in �t �. <N Section 7-5(b), the employee's salary may be positioned in the new pay range at the same `?` ,; i` i. relative status as in the former range, t a ir . t,”. When a position is reclassified to a class having a higher maximum salary rate N.-.,.10,4, , s :; ,fa}Ott tax than an employee's current position and the reclassification is due to immediate changes as �� - ', listed in Section 7-5(c), the employee's salary shall be increased at least to the minimum of 1,, ` the pay range and may be increased to a higher level within the pay range generally wit ;03..0''': i ij ., Lf-��t A � �.t yf� a total increase of 4%. '!�}l�h' j � k fc Section 8-12. Temporary assignment to higher level position. xdA rd y,; '-.:4� Employees who are promoted temporarily to perform all of the duties of a supervisory ' ,,. . �.: '''':‘!:-.,.??,ii <�,;;i position in a class with a higher maximum salary shall also have their salaries temporarily -,f.;g.'„. ,. ''", increased 4%. 1 ,.," ''',,: ,:t IR 4., '4 -t k ,,, Section 8-13. Overtime and compensatory time. t - ri-,'A (a) Supervisors shall develop methods and procedures to maximize productivity and '' .:..'.,,;';. r:>: reduce or avoid the need for overtime. It is the responsibility of each employee to work as toffy,• '. .:'f . tf;.G:.: ; ,.,,,,;��, t �4}�� efficiently as possible to accomplish job tasks during regularly scheduled work hours. All � �•�-��t;>,,,„`. �, ''�.t ' 1, 1994 {,.�rr� '�,. -,' November `. •': ,:, "4 #W,ray,,. '.•firl ' 4, #� yq l .A. S B a4 v' ,�.7-..,-- -, !—.-wrvw--,-:-.- '^'.7"..> 7r?5itai'&gaa.:;?,..it.,z;a•s+z'`t.--Lvlit'YNd,a,'ovmv. 'r-77 -7 ,,..i.„„ .. S,( ' " t � S�7 -1'�t}G3 �• � .,✓ .i`. t" N.-h r f!" 5 �� iL d �,.x x.�, t{��.. r,�'n.siy. AI' 42;f2t.;c y„�ir ..y+..l1k z'. r t y t t 4 !,zii.M' 0 4 , 'd�; '.��iii` r X .4., r r' f,,s 5 y. :Vet—A!: �F'! ,'fkt tkr.� t. f t.�� r' 1rdx }M� i Y cP 4 ay t e t e" f.• i -`4" hG� t ( ` - ! t , / } ` r r,,, C* 2µk".3. t� SF�'� (-f4.-+a �. .1!,'� 6p�v ,ee .y� r.t .. � f� ti {�! f�y��3}� `�•��G.. �"�}7q i ?m r,?a,e,4 'E ,,,iI y�r�tt, Kt / ir r )ij ‘ e c i a l'akvl `, •<:tt!tt`iy' }i w'3t ,}4�yybb��t�� ,, ,1y t ark ` t. . . 7 ,, r i it n �', ,} ,t' .R} `r' ..,'„' r� 4,,/,"�'„,,( 'r1.� $Ctw��i,`+,^,IXt� ti' fk n,t .,. .r s f11 aY t{ ,, 1� J,t, Ll�i 4a y %.�ir$ }i'.• t xfr<�:vt ''s is R�Py,, ffSjt},:;dc..eillr 4! "'� ' ,� ' r it t,: "',` 4k'.4'i rp��t kS ,i 3't - tr ry€ v1 �d t ,,."., S ,Y`, i�, ti4,4- .V't 4y '" ' mot , {: t �1 k` , m Mrf+Jt' . . 'sae . �c!A+r :a.wr . .• " z z Y, �., . , t ' , r R •,Q 1r i"'{ ; -r. 4 s ¢ t 4'401' : _. -. ' t s + P l:`` „, w 14.,V..,,,-,,,,,'-', ' 't. f ,, A ,�t ,, e &,:•t 4 .:, : t I ♦ '" t t+r N°a u:, YSt...>L�,.,:L,..r rtttNS�{'fitl Ai 7 t� I dCnw........ ..,._... �. .... ,F"R eay"+i.u+ 1 P� N:-'' \ tRi ;i ' '* ': ''''.1"!'•.*t:r, y } Y� � r f J,r'„ L overtime or arrangements for overtime work shall be approved by the department director `' :`, 11.' '`% :t x, in advance. A determining factor in the approval of overtime work is whether the work could ♦ � ,,;gi ,`}, be accomplished through rescheduling of employee work hours and allowance of time off in �i, y...,4 4f` , .I; „ the same work period. These factors reduce the burden of overtime on employees and avoid ; =`" 4.'�,.: .Yes ,•r:. accrual of comp time and excessive overtime payments. `;�,. p yments. Overtime is based on work hours inz k er k excess of 40 hours in a 168 hour period during seven consecutive 24-hour periods (standard ..„,..„„).!,,,,,,,,A„,,,;,,,, ....',` , s.,,',. 4::,E1 work week). Under the provisions of the Fair Labor Standards Act (FLSA) work hours in ":; + ' excess of 80 hours in a 336 hour period during 14 consecutive 24-hour periods is adopted for „a!a; - ; ;;t :<, i commissioned police personnel and the work period for FLSA purposes in the fire department 7.t t,'" shall be work hours in excess of 204 in a 648 hour period during twenty-seven consecutive °1 '°F,'a`�`x!.'x Y' :,.,t;.: .ig 24-hour periods. Hours worked in excess of a standard work week or duty tour by employees ' `t: °, ya 'I covered by the provisions of the Fair Labor Standards Act shall be compensated by ,, " � ta. r„ P Y Payment ,;,'; i; . :':'I at one and one-half(11/2)times the straight hourly equivalent rate for the classification or by "'�'` ''�"5 r .,ire}i=�v ` t ..r,',' ,. the award of compensatory time off equal to one and one-half times the overtime hours ,;,;,4'�rl.!•,•z 'fir` worked at the discretion „>+`,<.''�`:a, •:;. h;.• �'< etion of the department director. Hours worked shall include hours ;y `.�1 3;:;;-v actually ,, . s „, worked on the City's behalf plus minimum guarantees for call-back under 8-14 plus ; err ;r'?: 8 hours for any holidays as provided in Section 11 (a) for certain employees. `"`,z�''°`"`'''""' li 7.f.^F,1:i,4t . " ,,w c,rc c. ?' Exempt employees shall not accrue compensatory time nor be paid for overtime 3, } ' 'ta ,,: : worked except for those who have approved compensatory hours recorded prior to November . YL s''n,`i. x } t. ' 1, 1992 and they shall be allowed to take comp time off in eight (8) hour increments only • 7'rr ,}�� For the first four days(32 hours)used in each fiscal year a matching amount of compensatory a»9 k l�..r444 < ''',..1.:' time up to 32 hours shall be paid directly with appropriate reduction of the compensatory nF?."',j•A �` !•t't, ' p y . � �` ,• time balance in order to reduce the comp time balances at lower pay rates than in future :ti+.P'4st' t` • years. Exempt employees shall be paid in full when their comp time balance is eight (8) ' fn��.:`r „•j .� )* ' { la•.',t,y ,C.t , .,.. 4•szy' hours or less. Exempt employees who leave City employment shall be paid for the Y ; '''`: `' compensatory balance the same as covered employees. 4 srt.� °tt `r 1':;' (b) Department directors shall maintain records in a form and manner approved by . , :;v,," 'r' ;';t -r' the city administrator on compensatory time earned by employees under their jurisdiction. ,j. =. No employee shall be permitted to accumulate and retain more than 240 hours oft., f- ,,.<. fit .n r compensatory time except public safety employees and seasonal employees who may ` R�at}`` accumulate up to 480 hours. Whether an employee is a public safety employee or a seasonal 'm , ;0 ,` ;`.. employee shall be determined by reference to the FLSA. t ' " §; #. !. ' , . (1) Upon termination of employment, yx ; r. ;: p yment, any employee who has accumulated , 7Z,,t }; compensatory time off shall be paid for unused time at one of the = . ' _•, " following rates, whichever is higher: ;, :r A„\ stir '1f-i:?ati/ The average regular rate received by such employee durin the }_`''}�:.''ti? +�= three years of employment, Y g �' ' last thr o J z`1+,:,;rv..,gt` b. The final regular rate received by such employee. ksr'?,, ,,4.?:,.Y • (2) Any overtime work which will result in an employee covered under the "''' �'' "''"_`" t to t provisions of the FLSA accumulating compensatory time above the •y.1 limits set out above, shall be compensated by Y at one and one- ;�,•� . 26 . November 1, 1994 E:',:•.;, : a, ..,:i` .:, fI r .. t � },f,t,1t{w£^ *�.-...+..,. n MM,d90t,N.m�a-+P.+r+...---...... r Y 3 r'TtJrt"Yx"+i�l+r .,3 Y4 S'i t t ".T l _....:,,77 ,"..`.+,,!wr, ki ., � r2 t,.y,.K,,ri3 ,,�{ .' .,..t'a ,r ,♦i J i ri , i' r . 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V 1= 4'. + �)} i.° t;;a,;,.' .;��',,,3,=.t;`•> .. -•+•' �a�. a ' t �r£,� �i,t s• Y'< ;:'''',0,''', :',''',' t .f` a�,t. ,- �' r, ) .. 1i•`' i i• ) 5d' c S j. 1r;� . yet .l ` �'t ,1 "�'� p t' '--• ,[ ,,'z ' 7:'. , .—n..a.._ _ , ,5.§... /�'.!.... 4 _ �._....,ero. .a.. , �♦ 'fit �• 7 ::,)1,4,1 ''' .3t a. p '.; r S :..ry r 5■, r _ ' ,.. t . . . , C t` ." � E).A x f ci,i ' . t , 4'•M�?' 1.. e',,'o, .,. ° < . .•i,n Pr 4:4 ... . "� ,. ° d�t ti ,.!,P,-...::4,-.:.',',,,...,./.::: .,..... 4 t 6 r„. ' i . � x,r Ar 3 „Yq{ F i} e fn,: ..t fir}C,r d�4 r. ` ' ., 4f" . is j .a-. '.-,5 �T1Zfi 5" t� 'w i' y 9f T : icz i ,,,,,,.;1.,� � -� t x.��. � 7,.€ ,fi rt 4t7, i :i 3 + k r: r�... , t'4'S'11.?",:....' isi 41:3 `.r`;.' . :F s, ,4:(1:'::'!' '....14°I'4 ; , , � }: ,,K'.{. � �`�y.,� .. ti ' tisS. z fi ; }4 14 }{:, 4 1 , �; < t k e �. .. ..Si ,ry .#.Sr• �.i3Y4 �. ,.-,, 7 -"''''''''-'1',"''-‘::, .'2',, t r. • h �,__ = a.e 114'' ,•.- . a,.: : n Mr r f:j : i t '� , ',';'''':•,. :..t4;",';-i �•i jy k,,,},f Hil . t` "fP `IMi-,, s '} ' ? half times the straight hourly equivalent rate for the employee's.'_" ''t_ _< °_' classification. ::04,,,,,.. , 4, r#;S, . ! xi (3) All departments are encouraged to utilize compensatory time in lieu of :, t.,% ,.:, s ::T. paying overtime. The departments shall make every effort to avoid .sc rs ,4: r j;,. either by the proper scheduling of their employees. ” f.`' -.*d°/.` . `>'4' ; (4) The period of work which will be used for ascertaining whether or not �' ,r i ", time worked is overtime will be determined by reference to the FLSA. , t,,L iij t g �: yt{ 1 (c) Department directors may require, out of necessity for the expeditious conduct tt.f��4-a;R,� •.,.:;'!r'' of public business or for the protection of the public business or for protection of the public ,,'.'. s1+f? i� t `,r'. health, safety, or welfare, that an employee work overtime. Failure to comply with such t•=�a-0 ; if requests shall constitute a violation of these rules and re ulations and rovide ounds fort* -`! disciplinary action as herein provided. „If .:,..:11T".' v.r,R ';' , (d) Any person hired after April 14, 1986, shall he told prior to being hired that his p tr'{ agreement to the requirements of this section shall be a condition of his employment. That Y.S a rr' r'`•,,,, l` person shall have this section explained to him and sign a memorandum of understanding k. .�;t� ?',? to the effect that he understands his agreement to the requirements of this section is a ,, t 0s',:;`; tr° :• ,6 condition of his employment. �:',`'r,, N.: Section 8.14. Call back time ;t,-0. r.. ud, .,fu,,,IA;.l; ;, j: :,,�, ..� (a) Employees who have left their normal work place and who are called back to ��; ��.�•,�i,}• � ;,,;:, . work shall be credited for actual time worked regardless of number of individual calls or a .: J;''.�". : t., minimum of two hours,whichever is greater, except the minimum guarantee shall not apply "f ,-'i : ;.,,• 3`i to calls which occur within two hours of a scheduled reporting time. All call back time shall . , A;:i count as hours worked, including minimum guarantee time Employees shall accumulate 61 -‘,14,8.r.''.',._ ,:,c. .., time from the time they begin to perform services for the city until they complete the services ' 'w, f'' or. are relieved from duty. � :4 `'•i7.:''` - ¢74 = , ;_` r (b) Employees who are required to appear in court in conjunction with their duties4 fiYy.;, a for the City shall be treated as called back em to employees if the court a appearance does not fall . -4�'_','_ .t` : y P Y PP � 1 ' ;; *` s within their work schedule. :,F��,o n• • ` Section 845. Stand-by/on-call status. .• `y '�.4 '.• l 7f t tt3irei "Tx.. 'F�i1. t• ,,t},Jib'.,, . .,,,.; (a) The following shall be the criteria for treatment of personnel who are required � Y ,4 ` to carry a communications devise. Z.� w � ...�,, a.•141.S`'° (1) Pay. Any employee is required to carry a communications devise after ,,�° 2 r�' • i,'..,,' ,'', regular duty hours, on weekends, or holidays shall be reimbursed$6.00 tit: {`��„„��`'... ,tti ,L per weekday or $15.00 per day for weekends and holidays. I`1#t,, rF,,f '' (2) Schedule. Supervisors who have determined a need within their areas �-,,,,v�:=;; / '1,..'` of responsibility for regularly scheduled stand-by shall prepare a duty z,t',;}t, ,�. r , 7;;- ,"<: ,.y r, roster to provide, whenever possible, one month's notice to those x t„: -_Y�,1 t�` s 7N ,,,', :tit! fS.t, P 7 yet !3�t..�,�;',zi'"it YF�,. 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I .P,'L.11,q �i•� r;,.s ,, r a.�� !,?, la.t :"�•-,'},.,.p fn!°F4.'�a, d�'. � 5' • <�,..v:r x d.,ze�c•,1 y?K � t ,_ i...3�� x .. �' ...t t,5�r f,rit. . a!tt ,:7 ,,',.. fit,, ,ti,, i:.2z.11,Ai, e4H.S:,`v'k: '" ,R tr.. dtd 4.✓.,i,Z44 444-,,. q �}'r'v ` t ,k,'11 :a" •if? ,#A .q,k,,,i'¢!', ; ,v` t;i �" "l l .'�h !; rz� .# ., } .! a2Si3. 4 4',0',t•t 7,-,'''',' t 1k,rt't i .4 c; , }R9; g. rt:110 ��i , , .. 'it',' ,qy``" ; a t.", .'trwq r�. ';q"�'tq` t : y4{ ,M,. ' ,. 'S'`� �§ 'q .�, b; +t�5i "mot �.P, F" �t �9 F 4, . 5 d ,Z+idv'{.�7 j . k Zf t /, S i 1 ' A F .j1 employees who are providing the service. The term of service shall • r,, normally be one week in length. , Section 8-16. Emergency alert duty status. t ,ti A department director or duly authorized supervisor may designate an emergency li alert duty status whereby employees would be immediately contacted by telephone or other ' . ,5 acceptable means of communication. This duty status shall normally be limited to off-duty • hours between regularly scheduled shifts or weekends. t.,,,„,i.,,, ' Employees shall not receive pay for this duty status unless they are required to report €'f for duty. Compensation upon reporting for service shall be in accord with FLSA and ''„ l'? department rules and regulations. Aft ,r>it; r: ;s; ' >F~ Section 8-17. Pay eriods• pay days. t,t; Yp , p y y 5t,,; .:#: "r: Pay days shall be on a biweekly schedule with pay day on the Friday after the ; completion of the pay period. Pay periods shall run from Sunday through the second, ¢c` Saturday following. &ts Section 8-18. Compensation for leave taken and hours worked above the work ,,, `r` schedule. ..,4 Notwithstanding any provisions contained herein to the contrary, all approved and y fi° `" taken leave hours based on departmental schedules, and hours actually worked within a pay ''s` ' T` 4 period shall be compensated with pay or compensatory time off. Determination of the rate, `', straight time or overtime, at which they will be compensated shall be determined according g Y g rt' to Section 8-13. _ '' a; :,1-,,,,,,,,A,,,,,,,,,, .f, ;:::. ARTICLE 9. PERFORMANCE APPRAISAL , taI .<:, Section 9-1. Responsibilities. ' '; { :,,_: (a) The city administrator shall develop and maintain an employee appraisal system for the purposes of evaluating individual work performance, identifying training needs and s r i employee development opportunities, and for improving the efficiency and productivity of the ...:*". ,;` municipal work force.The city administrator shall develop and cause to be maintained formal i(. ,. procedures to (a) assure.timely completion of employee performance appraisal forms, (b) periodically review the evaluations of employees within department and work units so as to 28 November 1, 1994 i;. .,,(1„;"fit' d t. r ,y,,,c.,,,' 1 {r{ ' i };7 al i i• ' 4 !.r. ,�", ,t oit p3' "in rk r f;. c�,W.i`.44, 4`, -i { _ t)r , t 4 Zx'0 44,?;±:p .,�1 �t .'~FS i.$, ty� $f,4;,1 ,, �yyaf d;,,,,�yy t ).••`, ,� . I.i � '�..x ; ist'.A;'4�'�1M1�;. )� !!,�u'i �;�� `;9+' ��'7'c w 1.'�: err � R��.� >r {��},4� ''1! 'yf t , ;`na.i .' ,'� } '''''it 7 t v V4'''.i ''rl,'''1'it 't t ' 4'' !. tj, ^4 ', t" : �t4,* 54, i0 ., ,�v„,,, ,� l i ltt.4,Jt;:,+i:`.,�t 7 . 1 t r�.1ta ;�; '73.1,'i� ^k'6}r::';��;.�;�i�b'"i'4t.{'a. :Sty-,�,�' � '�44GJ�1.�:t,{vC if x . {.,�,y�,f.��:y1{T�IA�•ti,� t�,l,.fa`i+,; ,r.:i s , �: ■ ' `; ') { .} C "'fit,, 'R" J�^ ... .rh t''+.o,r t is EI``SXbe'Z 7t ttta,Jt� 1 1 .t( " ,1. , 11„!. , t F J 7,{t�'.i,! �" �s�r. ry�x�'r, Xf�R::} tT �i`,� A�! �i 1:�,�i.��."�"'�.,!'",t�,"X.f'., }�7L.�,,h ^i..`;�J ti,' S "�{ ! � t r 1 . �, Syk,,f is `` U;1� Mari.. ,, ,,i,, i -.0. 1 ,74.1. D.i). .k'; :l,tn, �5i. tr. �. t 'f�'ttt j:k/,>.t.f�,{ j.tCxi t. Tlj�{.+.' lk ri �:`t':v 7Y ,1' 'fy�,4 f a" .S r.. :t;r" {� :.t � 1. v ^t' "1:.,f,` ,.rr.. `;. .5 1.,..,.„, ..,7f., f+ ;Ye4, �1•, .,�1`Sfo pI �'rgil ry'kPdS tr4,-:-;,,,',%,f, -..' : ,t I 41 � 4 7 a rr ,i r,t:x �r<. v. ,"1 Y•^.ra{ `�r j•3�, e,. t di [S� "3.,7 1� S z t i:�: iih�t.'>,t i" ? r:,2,,,,„..;..5, ' �t" •t.C-(3 s1''„E: o.{ 1p).y,.p'vi:, (r&?x:{,yt,,s.v.=.,:r (}' �,,a <t t ro. ,� , '.t,11�j,��J;y !� t ,.....4,,,,:i• `:dt'^I£ qt r b r hl�.� t,4,,s;q'.�i�'.t��rtl,q.t';u, -� '4 ; i :`(,. r tt. 1 1.• ��L1�' ,t, ■ .,,,f',0‘.,: .f. .1a3 Y e;t,.-t:al .°u's'f5-¢ .,5 i�+ "*:+•.1" .:�,�%:;;`r..',J.r,x•.,•`,t " t r. 'A , • S t 7' . 'r a� ' 4}i V''O '.'41 ", t«.?t if ��'d Sq' ,, A e,,?c, M8uAO Y11,''.� t'{1./--4',•tad i:ua+ Y 1 '-., ,� i, °.,r1. ,• i 3,,,, .;,7.. .IPt.,,1r,,,,,,d 1,1a,l t:y' ,y:t r`,t,, }bJ.:vr „e,-',": ,;11 .,,, t .'�'.;: �,� 4 1$: .t,y:+.Jr,ry�.Im r &4;, '1 r. >"`i�,7 fie e� IF'„r..,�d'�i'°t I,., r7, .J:+"f.�.f<.� 'xY s 1 z i t'.'fli,.i l ,, ,,!}.�kk�. ,4, l:,lq,rc.f'.i�41z1;),r;wt;S 2 ' i,9:.:.V '. v'.C,.�3" .t . ;";••.' t.t i:.'at •,i Y ,'I'1. ;0.' ,.1 V.4;'„71 .r ,V{ '3 S i n b , .r„,,i`,4,�.,,.:4,..,V. ., fx+ F,;; itt1 �✓t��€5.� Nt,�`'{c=1'�i y:'�l.q,� '1 �, aPa !,; l' , '''4 fi: #t �F,r',. ia1'id,-h A4. , .h+. '4 e n ! ''i",v ..,'1.. r` f`1:' 4'cu ‘-',1‘,/:"'s r: 1 t .ti. t , ' '3,t. to ,:c F. 'A t'( .,. ^; i t „ ro t +'rr .Sul v ,, ,. .r! n., N.:..r t,.,wt,! . 7 j t r• c � ..rr�: �,.. ,._it z� �., .. ... .. �'.. .,.„_.i'., ..�rv.+_�.-,. ,,,.i M,��....�.. T°a:s•'��.,.�1..r ,..2 a� ,�..:.1. "p►w+t4aiG IV'. Y .. .t n 7.i;{i S;. T t 41 4�.'.r• l e • t s r " rf - a k ," i i .• rxiima 4., , i" {,=:;jP l.i .i4P,C:x4 y t.0 .; ... " ° V. . 1 4• ,'~}: t „, , r t4t t y ,, .4: y i, / ' t^ t' :1 1'„ a t :;'1 t t. r � fr s t 't/> Af+b t '. . . h r ;3 t e+" •4:r r ,a ) 14Alk i,, . 1 �'re ci O ti .3 '� C�97 .......r w :SYbt.A ,.... , . + . t a XT . „1, "# �t . , } . 4.: --';',.:,:-;0..f.:,."-,-;',1'.. ; i 1.111,:,' ,:fiat cAx ; ; 1 s ? w ensure the equitable administration of the system,and(c)make such studies and recommend UC tf',, such m.odificationa or revisions as may be necessary to improve the system or process. '7Yi �C�`�"Ir„ �!� �� ; (b) No later than ten(10)calendar days before an evaluation is due,the department .rrx$u��i s „ , •` director shall notify the person responsible for the evaluation. �,,, 4,` (c) Each department director or supervisor who reviews or conducts an evaluation ,„.0.6,11,§1,-,,i M. , '• Ye ,!;,i �•x�,; shall be responsible for its quality, consistency, equity, and timeliness. }, (d) No public disclosure of an employee's performance appraisal record shall be made t, , ; without the permission of the employee and the city administrator. Such record shall be €�Y, t ,�',. '; p 1 3t�ll lySY 17,>f} � iT �, :, . ' made available upon request to the employee; to an appointing authority when needed in 'r:! 4".,;, rJe t i.:y .', connection with a potential action for promotion, transfer, demotion, or dismissal of the rgi$4'...."-* 'o;t G{" w + a i f employee; or other appropriate officer when needed in connection with an adverse action, , ;! ,.s, f, grievance, or other relevant matter requiring such information; and to official investigatory agencies after a determination by the city administrator that such disclosure is in the public �••;p, { 5 interest. { Section 9-2. Employee performance appraisals. ° 4 i or qualifying period, completed �•;5^ '`{' '?''i t 3';'.,'7.' (a) Prior to expiration of an employee's probationary q Y g P P , t{•:inig�.' city administrator. Original '''*'' -V0:'` forms must be submitted to the city P},ii ?Y,. -:,::4: performance appraisal s..4,,,,,,,• • , • appointees must obtain an appraisal of marginal or better to complete probation. Failure to ...::. • I'�M.,,,.4; fi r,4{s i I.�'•V.`, �. . t . . obtain an evaluation of marginal or better shall result in dismissal or extension of the i�5 a r ;' 4 'fit , 7 �� : probationary period as provided in section 6.4. Failure of a promotional appointee to obtain ,,� ;� Ir r j employee r, �� i,., %;. an evaluation of marginal or better shall result in the reassignment of the to a �r� '?�" { ',' -z position m the class held prior to the promotional appointment. { u�.�,w }•' ,,, s7`=,i1c#}, f4; ;.tj grtatio (b) Full-time and part-time employees shall be evaluated by their anniversary date. , l � '. ,.. . ,h. : An evaluation of good/fully competent or better is required to qualify employees for a pay � J y Y.:.. . :;+ increase of one step or increment within the range or their classification. �r c `>. AND ATTENDANCE vow.' ' `'g` t'f i,::: ARTICLE 10. WORD SCHEDULES 'y ' ;..z ot,t,v,:„::::.„ . Section 10-1. Regular working hours; exceptions. ,: ,,. ,.: , "`�' Regular working hours for all full-time employees shall be forty(40)hours in any five r � '. •A, ti` consecutive eight-hour days, except as noted below: u . '' ' ,'.; a suppression dut, (a) Fire department personnel assigned to fire supp Y• i1 : ;,i r l't..Y .;,` (b) Department directors shall arrange work schedules to meet the needs of the •`+, .. municipal service, and may allow variable or flexible work schedules, providing that all work schedules for full time employees shall not be less than eighty (8Q) hours in each biweekly ;, µ;o i �. pay period. '';'-'.'. 4,' ;,:i.....4.1.t.,..4:4,. 9 e srjl{t t{ X1,2 d+ 1441! ..;Y'9 '044,4,' ' "-I ' November ■ 1, 1994 d 29 i 7 '44R. l , 4 i`lv{. 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'l trt� ; :4di't., , C xb,„..t,t , . , '��"r*d fist'>a'• ,,.. $: ,t,s�; 7r :at } Y i � f r. .,.r,, r{,�5� t<",��r;� V� ,! ,��3 'i t ^,�,;. r2u;�,'. r{.,.f.;f{ zl, �;F� :,'&33L.rs t4i , .,, ; 1. .t J t.^!!,.tii Q t.: i'z'`ii iy`{f'+ 4.1- :! ,,f{' .,'+';3f ... 4 ',t• ,t. t ':{.�. �t'E[t$;.t�rv..a�.r�-r. ,'r ,�l,. .Y.�.1.. ,ty:'> ' 'f,u i� '�,�,,� 1 z�3r +•�.�`trtiv>,' `'+` .;r^. :9 ). i i•�;,rt lt', zt �..5'i,•" a •x"�": .,';,'".4 t�'R` f�k' y.. 'St'V,•�,<•,. �:'�• ."',a �e� ?. r r ,� �,lt, '�,r•�. n }7".t ;�! I: �: 1 x o-l+,ptr�,1 TT,t., tsi i t ge•04, . F. .t d;". ,J , z 4 (' ^, �;' T'! !x 0:.: z i c''`{=`','S m t,s,,;.,a > ;�a:a`�. '''.��"� fi ��yrr'3,n t f?'�•q. 37 h. 14; > .,.. '• � �i r ~3 � a,'�,'i'sr,='r�0;''fi:''a:�.h. �!�:.t�. .t,a,.,�d 4 ,t.r .#.,, :�." a 5,�;!.• ,.x•.• (. �,ti • ,. �';{�s, '�S�4�a gg.#�.,a.t i} °•,, }t. I � t x � ,\ 1'�.; iT' r { `�! 1 ;� .�.t 7 a,.. �� t�r�•�+`,:.. �r�.�itl�; ,�r., `,tc`' .�b� ,.�., t j tr• J.gS ,k �,rr .,'i, ,�'+ r+ ,v r t !.7 •t; . + ,F}t ;;t, .t ;r Y'-�. �ii 4. . �,}$,,� , .i }* �`,}N ;t;Ay't < ,..0»Y. ro yr.i. a: r ar.,1_'-' •4i k,.., '' ,t r! r,',---f r7.1 +. -%i 4e --+..l a "„`' ',.4ati7. _ "'t-,-.1 4,:;;10K,i4:,K'{�,, tl r,,^ C” - : '''• *„ r. . ,r Ir- ? - ';.rrJ tA.- r'.'<'t ".#.tfX' '.1.x". 4 1 bTi%')! i T#"f•, �„r ,4 a.: `' ks c' " '"''.c• C „�}''} : +, ^�}; sa 1*,'1 +�` a�'�1 i� �k F,�i e y� , r� l r . Y�`i� �1 � z.',, ,k a ��5" } r. l� �•� '�t �[ :i w+�t. } ,,rTtl',r t f .';�!�{-+"�' ,crztr�� ,t � �Y ti i � �p;�3',�� ,:I' w�r ,)•. '�"t "'r4 }i '.�. • ${ sF"'.�y.. �!.€,, y.. fi.. 1 ,t. , :, t ,1. r 4!i, f: s'q" 4"n:1'j. ';' ,� r hl:,.:�:,k 1 ,t x k'+ }4441. ;d1 :: r a rg i1r. 4 `sr;« •t;r,gy�u 4{y r,,if ";i 1 L4 {. t :'4 J' t p� Al�j y. 1 d r,�V i� �"F�� {u{ SG� A�,Q+ �•��2� .1 ,, 4'F .J,; !/y irl. ,2,#y�a r is �i�t�Q:irr'S�7�Sti:Y�:'%.o-}'4 �7ftse"Y�kl>�tf�?; t ,�I... .. ",�'"�hi�it �5� x� �t bt� '»i-YF)yyyyy},,, f�+4yC 11 {, YS.. r 4,, • Section 10.2. Work schedules determined by department director. ` ;.� The work schedules for employees shall be determined by the department director. ,11, Department directors shall maintain work schedules for all employees under their ; supervision on a current basis and give reasonable notice of changes in work schedules. Section 10-3. Required attendance. . >?e Regular and punctual attendance at work shall be required of all employees. .t ,''9� Employees who fail to observe attendance requirements and procedures for recording and :> ` reporting of attendance shall be subject to disciplinary action. j: 1, `i`'f`' Section 10-4. Inclement weather closings tThe city administrator shall be the only person authorized to release non-essential „ persons earlier than the normal closings of business or delay the normal time to report for . work because of inclement weather. 4., , 1� i. ARTICLE 11. PAID HOLIDAYS 1 A (a) All full-time and part-time employees with benefits shall receive compensation --F, �; . r for the following holidays: 44„,, , F :' ,+- New Year's Day i. 7, . Martin Luther King Birthday Harry S. Truman's Birthday Memorial Day ' Independence Day Labor Day F. Veteran's Day ';: �,F Thanksgiving Day , `t' Friday after Thanksgiving Day Christmas Day V When a holiday falls on a Saturday, the preceding Friday shall be observed. When . t': a holiday falls on a Sunday, the following Monday shall be observed. Employees required to work on a holiday shall be given compensatory time off or compensated in money for time worked on the holiday. � All employees except those covered by subsection (b) hereof shall receive credit for 8 hours worked on any holiday for purposes of computing overtime compensation under 8-13. Any hours actually worked on the holiday will count in addition to the 8 hours granted for the holiday. x 30 November 1, 1994 tSf y \\ .. .. kg: x . .i, 1( •,::':...,,,,l';t�t .j,:• 1,t 1 ,l f:', .,LY t�':,Y.fj,..ty. 1 , 04F)..ili4,s3'*r'�:',6"`'Vb;. `1 r ;41111',4:M.'t:t;t:i-' t' ,.s s.{�v t• . . r' {. !.,.rf';';'':.r' ;{.cX:�,r•,e,� (�� .ir.? ;::.M � `��. � ��F``Frfi a.,1•t3.;,�1;}'�yty''}i(�*.r,.�„.:vt.,•}�!�G,.�..�;�t. !'sr r "x t f :`,uf y.ew,.tt\,,;..:''';'!:1 t.f• .1;?;;)N ,}fy.t ."1 if f!,;1:r' rl;t.4.4V:'1,1 t. ,t'”.,.,1;...;�(s i 71 S d:r rlfr; i' 1 c rt 1 a:t l�f �h'tS�. !}$�, s s �. 7 ii` r � � i r,' f 't.." 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F J^ . i tt.lst tip. y i5 f 1Ya '{pj.}} 1 r ' 4 i I . `.;M. `rr ,,,,,,,..1...,.. ..jt 4 r sr l: 5 a4 �k 1 � 1 J ��x#Yatt k$`x ah .T i( 1} r.' .! 1: r, �1�.' � z'ts r i r !t i ##`�.f:? o..x�+.t � vlf:nf zt<j'�:�x,.,x� �^i:h ttr� �t,�f 3S t ? ia ; ty3 � tr S. .t,; y �i;• i•yi��1 ; . ;. '4,, ,, •t J f,1;at:2 wlis .Y+t ;{t 'i c.}.5h r•., :{t:11; ', .,ni .t��;.!•t4A ��j•'-,&,Zr Fr'r t .r , C t a < 't. i t"� �Y� ) 7 r})?.�ri {Ik ti�� ,w'tF y�r,.,rl, 111�5f; ,p,l hr rt�i�I.p r•ya,��. 5 �t�d,:+,r y�s 4-•.;',;,.''..';',-''';'''',,:,1•' t•4: [,�; 1 �.,,,•,.,1',':.'..-, �� + �. ,1 ��, 4 t 3 r E � i 'u'11!�,�4�.,.+ � F�� u y i*yr. s c A. `�Ny r Q '��'� .�� ki > i Y N f� d }.t Yn y i Fr t t� .;r}.r ??C.:2 ., fi•..wr?x,,;•,k��{,°,k 1`,}nfy .,',:=V;ai{.zzi'r' .;;rt1y?E�4`.`•,f Vpv,V, .P , ,• ;t�rJ .t ./t ', . .hr ji .1+•t'a' `rv'� r' �I ✓ �+{<' r7' ti":,r+t i"�;nr k.fl� A:tSY;].fr'W S'4.j'7ir rt<< y`. >�, \*k �'''r+�1T.ix�;y� ,j''`,r �+i fx;�'1�v}{..�r} i.t 1M,v�'S'r.`r �;�£' +�i f�y. s� 1� r • ;11'a ,y 7'. +'-'4'''. i. .i l Y, fii .v r 1 4w•", v, ' r.tli".? ',};'X Ii• C 4 ,X { r t, y�r}.,I r } r r , r:, k, r`. _ +°ay. ' �r ;: .{ s t� c . ,j y x ;e ,� ,,}; a t. r f ? � ' t 1'II , 1\: t`,��_.0 iQ ,,�, 4 '? e Jc � r'�J ,,� z' � h+airF�;"�,x {�.�3 : __qq iL }f 4,:r}*•I r.•i '"i ..,,, , . K ci ' tit .i u .r ''' +t•'c Yt f x`!r S�'�S:.iryb r'y� f t ,_ Y �..s-�._ ._1. ., r r•�.. _�. ^' •.:. .,._t'�. . :�:, >, .. _ �!�.. 1vldty'!S:.i �u•'r .t �.►.w.. .� .+!VF+i', it.,, 'i Y �,. 'r,,.+nss� t 's` >aw�`.;4r::9 Sn.j-. '� °.�J,, r r �+:Y --'�-v'--�c+------r.--..—.^ i,:.. 4. ,STS r � !z'• 'a'Xa'Yasr*�� z�yr;.�,Y��{ -:ss�•'r+X'�r:�°f�.�rA�59k . dUdA n,vrr., +� I�� d. . •r, q ?5 •.l;•< .1{ f 's. �i:'t1.1,....s...,C .... ax, .s.r.'vrNXtr'l^Y `w'�YPN'.".+0"t•M�MMYkX<aS.C +�YI1tDeiia: _ •.ar-xi.tC'MFk"-`lf+Tk ,' 4 i' , rJ.lt( { i i k A M1+.rs t, .rt, .7,51 .0 • (b) Fire service personnel assigned to fire suppression duty, police personnel assigned .� „ x _.:` p PP Y P .'yi irfO ; . to twenty-four hour service divisions, dispatch and patrol, and any personnel assigned to a .ft in+V _aN h. c t service division which is regularly scheduled by the department director to work on all `; j 4 `` authorized holidays, shall receive holiday pay for authorized holidays and shall work on ,,:;: ,,1; `: ,, ,,,: holidays as scheduled unless other available leave time has been authorized. Holiday pay .; w , t; for non-fire service personnel shall consist of pay for eight hours. ,,r , ` rKxStc ;. 1''1 Y{t ti?4;r £'' (c) •The mayor shall be the only person authorized to declare special holidays or days :`;(s ?..V4 off as an unusual need or circumstance may occur. P/ (d) Part-time employees with benefits will be paid four (4) hours for the holidays yo iii, noted in paragraph (a) above. Any hours actually worked on the holiday shall be f",t ; ;1,... 'r' compensated in addition to the four (4) hours holiday ay. Such employees shall receive p`z'` �r ak;;f;__.i Y P Ira;; 4ri AST,' credit for four (4) hours worked on any holiday for purposes of computing overtime „,,,,,,,vi;-... .f compensation under Section 8-13. 'i Ye ARTICLE 12. VACATION LEAVE ':';� ,r,-� ;;. N:A ' ;c:1 Section 12-1. Amount. �,{ 15�.Y fit:, y,, ' (a) Each full-time regular employee shall accrue vacation leave credit at annual rates o ,).,.,,�z µ'” �.. �S�dM{kt; ,,t, as follow: P•K ,j,z11 : l. �•Y:`1 a. ld.,f i4'�i :f. 5Y �1:}'11.'.A. , During •the first 5 years of service 88 hours , ,Y5,;';,,` n the 6th year of service 96 hours f.r `ta it ,. .' may`:•', N During Y �rfz , �'� ' During the 7th year of service 104 hours }`t''° ' f 112 hours >� During the 8th year of service } �h / During the 9th year of service 120 hours �� < 128 hours te," ,• During the 10th year of service ` pi During the 11th year of service 136 hours ::,..):f ,... �.'I During the 12th year of service 144 hours ;. ` `, 'Durin the 13th ear of service 152 hours .t :•,,q; . r• g y ��Durin the 14th ear of service 160 hours g Y � �.�:.168 hours ' '"y{ During the 15th through 24th year of service.. 1 is;J ',s:r After 25 years of service 176 hours {?d., f>; '; (b)Members of the fire service assigned to fire suppression duty shall accrue vacation . r i ; leave credit at annual rates as follows: # 11 €; 145.50 hours a ter .,;• During the first five years of service 145.50 �. • During years 6 through 10 169.75 hours r '`t' v. }'r(f�! fc��' tDuring years 11 through 15 194.00 hours+ '�',j, '` 218.25 hours ?��- `r :. During 16 years through 23 } °`k During 24 years of service 242.50 hours y,,k4 u 4.'...• f .. fr' 3'f k1y}•a 1 X 3`, �yXt ?tco r�,, if¢. 31 November 1, 1994 ;1 {`"`' ` �, r r�'4 .d.yD • .r l',,.:41/,,,:40);.,.„;,:c. .,,, r"s);.,. c..`. in',at.� M�a ff {t it- iu{s•41"� r 1 • r.i. r\ 5; qk ,. ,,,,,••;;;.,,,,,,,•?.,,,,,,.,T T wnrr+1,. .. ...+ri ,/,,..,,,,,,,,,;(. t • • t „.iri. .a 'YV ,2,.ri.. 1�' °� �kr'> 4,h�R,.3.4• kt i.£> :ti , .r,s3`„:k r y, x ', r. r. 3r ++;;':,.i,.... 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A .5 t.:a'H° '�' is :.��n ''t�.t,;r±'' .,ii. .'� r . r t4ic t,r��., ( �,�t'bn � �:�ti.,"b�jm�;at,`�1 r,t'sjrri �iy. ....�w „•N.' �i i^Y % ry1: ,; I'( f ! .v't :l' $i Y:•.?{t j3 '�.,�. I f `r'�t. ,+trj n,i'•.e t n ;. J:'�O`'s ( ,.yw,'.Y .� .,r t i ( t ( ,t•, ,.'.. 1'' F,f '`,+,.�«,tlt{#^� ',,,�k.•� 4 . .� .ii.? t.'•"`. }A lgrG:t:ir':�� S�— �Yy 1 �4,gs1•r.,:,s`£:,r.t r( 't• t s l { � ( }� .} i 4 Y� �.y tiP� rt,�t }�.�'y t£.Y° i,.c ya ;i �kr ;£` ;. • ' :d f,}:f.,,, � r i 5!, (' ',r ( v'• 1• T,I.? .,,r..).'t•"}y` 'hS 1iA 33 rt .h { }{ytt�� *P< u�' 4 ., j�, ` �J• d'::F5^,4,,,t lt?,&. i 1 v tsi „tfsr c�Il •t , 4:i,, ,''i t ;" t,;t4 !V. 'ti.i (•"V. . !,'Al f�i.'t �t p �i. ,ri WIC:1.:1 a X31 , ,=Q%;+ak'f ,, .is.a ,:.. i IY '. ( ,:nAi a t x ti ,,�{yS:,•' `Y? ° fa +.�rY'�k {>�•�yy ;.' 754 k5 � '79�riAX ?�'M, j .. .. '� ' � ,. i (t:+ i,j•'', `(1 ft�!•. ) � :',1-.0:`,. �9 •V, S N t ti rf f .. `, Jt . : ; 'U 1' .1uZ1 �'f n-st' =:�..• r �4t "%.1 '� ,i•, .*.i r`' d x .`�..: ,'�f'.; •l,.`Y..'Y f '....ra.::";`�. s 4'1' ..-•t..,..�,t.•t.�Y...t.�� ',.. 3'!''14)4''''''A.b; '* '''''1.'''.•�;;.:y'.-.l,'�',1r. ::qs.. n„':'• .�4.`'ev'� s4 A'• r�.rr,.��'� s.:;-�t :�• 1•V� 0 '1p,k 1 A i X hY ry 4,.t st. , t >� 2. .,t i i' ' .;ip Y, .�s };i5 t '''444-',,i",."*,M i' � '+, ' . r '� y " y 4'• - rr i }?� t q s i,�. ; r� a's9+t',� a�� •kk t J , :atv1..:4,>➢ ,..',,,I.,,,,',.:-41,sx 5 I i, ,)'..7L'',rit•j,.{„. ,,i` l,-,1�� . y"'�,r, f �J r ; , � �4r'�!t r 11„i;:f ,!4fi+*tx:rr,y� �'9:,�i yf,2;!,/,',,,, ti 0w4: ,„t.. :E a.r,f j,; te:5c �S i �S 'Y . r i (c) Probationary employees accrue vacation leave upon successful completion of ;;: k � s�k t t. ..� probation and are not eligible to receive this benefit unless they have completed probation. � ;,_:; lif 4 (d) Actual accrual of vacation leave:shall be computed on a bi-weekly basis according -' =t':s {4 1 to the annual vacation leave due according to an employee's years of service. Vacations shall .,`' _ • .y,. be scheduled by each department director so as to minimize overtime costs and departmental ..� t r ■ disruptions while allowing as much flexibility to the employees as possible. °^',4'` 7 i , (e) Part-time employees with benefits shall be subject to all the provisions of this ,;,,.,! '.","''l section except that vacation leave shall be credited at one half the rate shown for full-time ',/,.,,,,-,...' ;. :`^' t r :g employees. t-} 1.` 1r•,;' I ,of F rh=,;s, a� is ,t r4itl.,1; ..* Section 12•,2. Accrual. AAYY��11y1/TR� 'y",i,,,$'7 &,::;,,'::01414,V, . 1 ' (a) Employees may accrue vacation leave to a maximum of 240 hours, except ,n.,,,,„ ,,,e ' personnel who are FLSA exempt may accrue vacation leave to a maximum of 360 hours, and ,0},4 Fz: ti{}1 r1 rr : members of the fire department may accrue a maximum of 339.5 hours or double the annual � ,r,; ; ; accrual rate. It is the general policy not to reimburse individuals for accrual of vacation time t`-:>;t. '-'rrr' beyond their eligible amount. Payment for excessive accruals which cannot be taken as time .4." "':,` ',��` off may only be paid with substantive reason at the req/�uest of the department director and 1W' ;,'':' ``X'' Y p td•£"•r3 ft,f,.rs f approval of the city administrator. Vacation leave shall not accrue while the employee is ,,,t,,s,.,,,�4 ^a • absent from work without pay or is receiving benefits from LAGERS, long term disability `''`~'``"`'`,...,,*''`, insurance, or Workers' compensation. ;,;,,,`,,-,,,,1'r " ; 't s • (b) If an employee leaves city employment and is re-employed any time after a period 0.[ y..,,,,,,,.;:,'„,;',,,. „,, of ninety da days,vacation is considered as for an new em to ee. Otherwise,the em to ee ma .'„',4...w...a ; ,� Y Y any employee. P Y Y + r, 1� accrue vacation commensurate with total years of service. r7 ` �,�:r 4j 4'+(:�Js . A s• 4 ty.. r , . Section 12-3. Payment upon separation. ,,„..r. , 't,•.'/," ' rt ti.5:',,,. ';F:l'x,c: = Any employee with benefits leaving the municipal service due to resignation, death t ' ; . i, or termination shall be compensated for vacation credit unused to the date of termination. ' K+ A': `?:` To be eligible for such compensation, employees resi from the municipal service must r; -``' ,•:,,'',;.. .1 , comply with the provisions of section 16.1 of these rules governing resignations. In the event ;'., ',.'-..,.:,1 of separation due to death of the employee, compensation shall be made to the employee's ,t ; ,, beneficiary. No accrual shall occur after date of termination. .,•,:.,, ' -1. Section 12-4. Holidays occurring during vacation period. �, . , Any official holiday as set forth in these rules which may occur during an employee's ""` "' ,', I scheduled vacation period shall not be counted as a day of vacation. For any employees ` t t covered by the provisions of 11-1(b),if any official holiday occurs during a period of scheduled "` ' vacation, they will receive the appropriate holiday pay in addition to the vacation pay. 0: 1 tr ` Section 12-5. Police and fire department vacations. , Personnel in the police and fire departments shall be eligible to use accrued vacation leave after the completion of their one year probationary periods. 32 November 1, 1994 'r 4. :t.. j s., .1 ,..: ...k:'',..:, ,' a L !. ,.t AS �•`.�i. i a' .,T .n' a,i:` '?e it:;r 5,.• ,xp: 1t' \�, l,:r r. �.,•uk;i t: .1 .y,.�; ti,+' �.'rt14'',tµ`�'Y•' r•+s. r 9'' v �'� i �„�x y� t 1.��'s�'$ ,)4t;f �,S! a!;'v 4,-,,,e4 s, t r t 1 r .,.`ci;,�.3.v.{�rs?$Yz';;5�}h.re �1 as lYti ,2;.",�"tt .l �'sF ,E��R .'7"` •�`•.` S,y, ',^#�trf ,,t:�ta.�,i,t�;'.Fu.�':� .r,:f. *so''t .':,1'r' , tY ''1;t.,• r ?,' 7at•U s.y'?'`f�u ;I';4{1 »!i't' 's r`« it 't*W. 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'4 '.�w"1. t:., ">fe { t' •'etf` l .a, ,.''+',- i1 F.,, ) �+,+7 , ,,,r,;t`!y j+, ='Jq '?��r++k3`?t'•' '�� k.rk,� p ti}gt :J,. t .�dttt., 7#'.$.. et. ,} 1 •,, .t ;r.qy r cep .t ,G, ;A:1. tJ?. �•:sa tS±J"-.�4,,�{ J: .x,t ,..1f! t� '�':)'„F.s• .a.'t r o..Sh It '1 .Pnt.itii• +rt.1�t f .T+.*t�; � ''... , r5.`'k'•t 4444 ,:. .. .j, k �.t, .}m.,44f ,,.- t'..a;,,, ,1.,- ,tr + ra. .; �z ; � ,{,t' e {•:? A d H,a ; ,1 j f S•.` , „ <' f �rq, 1 y '-',Y'', 1 .t. j,t. :t }r..i;X�.e,,.,.1.,}'s,++, 't: tC �, uSthJ YY s,t. aL 2w""d T�i 7• ' =T� ,�eY'Pa f. s 4., .y,, 4 zz .,. of >. ,'J.. . t ?t^�1.�;.� .. . .. . ,'C;, • �'".i � "'.'�', ... . _ ��^�`°'c„'�rr�vra�+�� fiM1.!»"tif`in��tri t`� , I.': `a t t 1•... t z y .,i 1 j-st'�'�,. .1''''i 1T i 61'f.t4i, ert'` 1 ,' t+ tit■ s, � i„ ,y " '_ i ,,,,V.\''' ,, Jt } ,4 r r1, 3 r4} +r.r1'i .t s Section 12-6. Use of vacation leave. ,,,--, {.o of sick leave if an employee has used all > \-iniv r ah;'' Vacation leave may be used for the purpose o '4,<: sick leave accrual. In the event an employee is receiving disability benefits from LAGERS, ., - z vacation leave due the employee may be coordinated with the LAGERS payments so the � ::'4 r employee's benefits may be increased to not more than 100% of his normal base pay as long x..a as there is vacation leave to draw upon.. 't. i.'* •.,. ,::''” ARTICLE 13. SICK LEAVE t 'i ,, If .ti,. Section 13-1.mount. ;'' ;:`'?'•.'";' i f' Employees in the municipal service shall earn ten (10) hours of sick leave with pay ,-Yr .to,}.r.: credit monthly except for fire service personnel assigned to fire suppression duty,who shall ' ?: ;,.;;. N.' {earn twenty (20) hours sick leave with pay credit monthly. Each part-time employee with '-‘,...,-.,,,t-..., benefits shall earn five (5) hours of sick leave with pay credit monthly, r;, 't Section 13-2. When taken. '` . Sick leave with pay will be granted for absence from duty because of actual personal , illness,non-compensable bodily injury or disease,exposure to a contagious disease,or to keep a doctor or dentist appointment. Employees may use up to nine days each year for illness ?" in the employee's immediate family whose principal residence is in the employee's household 7 ', and parents even if not residing with the employee, provided no one else is available to care ,+,,., :,r, '` for the individual. involved. Exceptions to this provision may be granted by the department . ',, director with the approval of the city administrator if the employee has no accumulated comp t.'71 f, `' time or vacation time. t ti' Sick leave shall not be granted in cases where regular retirement, disability ,' ' retirement or long-term disability insurance has been approved. rt..r 1, t ./i• Probationary employees are not eligible for sick leave pay, although sick leave accrues l.'-11,.. from the first month of employment. Full-time and part-time employees with benefits are 4 eligible to receive sick leave pay only after they have successfully completed probation: 2 4 f:i Probationary employees may be excused from work as absent without pay under the t conditions and terms of this section. Police and fire department personnel are eligible to ` i receive sick leave pay after they have completed six months of their one year probationary Z,•4v, , period. I j 5!Lei iz 1 A When an employee finds it necessary to be absent for any of the reasons specified t. �j; herein, he shall report this fact to his immediate supervisor. Departments may require f, ; ,fu ` .' specific time frames for notice for work-related purposes. Sick leave may not be granted , ', unless reported to the appropriate supervisor during the specified time frame. r t 33 November 1, 1994 err I y 0 m { '�..{.l...v4,.+„!�' r• . .7:. 'r"•'1'. ', 4.S.'.t'5 t'.':.. .:.:i'-.t.•,"+...'f.,:,ti'-�•''.+t+;v!`.i.z�.'..,.4U..�'-'%'...w';.+`.-:`.'-';,,C�•t,tisi-:+'•y.:•),,•.'�'s,:'..'i.''t�,.l,:.-.•;.:.;,;a.=-..:ra,::,t.�},',t''y,.;.a...:"'t..•.,'."...r'=M<"._,.r'r..,r I,,..r,.z�...!.:."'".",;.„�,,�i.7`•f�+_4`•:,*d,"�v,C 1.x,.,::,..t.k.iv, y�".6;..,:.,..'•..,.f_t.,.'i S'�a;;,•...J;'n�. !,,'.'i i.¢'s.t.,`..,.{i:.,.„,;.-�..'q.,�,.-y!.s.a;�:.r<rk,?..,'<1. :a,;.''''.'7+....;,„.x•:',,.....�•.'''.'?,.-`!�:.!.r'`-''.TM... 'q,r.';..'.,,.,Y;a\;;�:"',• 'r .+r>..•:'. •..'mo' .....'f:w ,,t:„ .. ,• � ; 3 4 s ' •'r"' ' +� \I t.F, �`v y3J t r'..uc`, 'j<a ' :1 /�, 9 4 •�t�Mn r VI �t.,7 F » ; .Y n• «11tn .,�)Y t t !4'''':'''' i . , . 1 ' , ;•. f' 7 i 4 't:€� !t"•f�;.J f,(.i,. tt t 34ti, �;!1'rr2i:',r i.rU G4�tP . z 4a :{,...43 v .:;� ,� %R� �*: 3>j�;3 t+4n . '. ,./., nir+i,+1 i!;t{,s:✓Y,ti k r 1 `t t t I ii t F}� r' ;{;5 . .. P.'-',?:.: in':iT�'7%.ttn.fi y {f�".;r:1:S!:f1',. Yr'„ 4o , qr t??� ��I.t "t. 4'�:t x "m x e+ ".a„rr i k +;. s,",l','",r „t{( .: i . E fw ! yt`,',i;?:1':2.;;,:lti{ e. �(S7t sr.. +' ,v:tit Y „ h , ,'41,"7 V tp ; +ir,�t,o.. �1 r h,r},,a 17C.,s�a! �iy .✓ 4 rre t•,,. if.s;;r S+•}:t f l{ .'J'1 i',j;:.''‘''1N{..Sk. a'.w �r.r,tYx r,r'.s.•/i$4 rr. ?� i:te,, ..{o y4,R4 i7`, I'',,1?Sif t4ir$.#` 1.4,Ms,„*>,q,.�>d�.."'".'t,5.,c-I r,1t. ,.+ t.L} f,• . xfi3!7 . , L. tpht"1"Ye„, .7 i:t1's i.y,y; .t? t ti.,ils1 " n .r< �e st,t + -h•+w` f:;,,?a,^:).yY d. 11l :.i,.,�C1'�Lip•�t �,U k, , d Ci `),i r rk t{ t , ! j t r } t t ? f .,"1,!� ” „r j teyr.l,;T„,d I.e Vr r ;.tv?ft,.t4t y�xr.,i z ;1.,,; t 1 . r±`:t h y,,vI's; rr yZ tka7 .-.•Trki f r'i` rt., t \� ' (�tt1 q i r R t yi.,.5, ,..r juN C;ujc,, ;v`,, {-Wa97K,y�Y�,Wrai �it„ j�,"ae+t A a``:',”; .f. a y r Yrj 4b+dr.J ;1tfFs '.k,/f!'?y a,Y x.s,1'f1. fX� ;:'n4 'jhr �, 1 t t s • r s� -� tiY 4.ii'z:•.i+F.?'� s{r� .�.*P !r,b >,.J�:^ u ka,J,;1 ,:t i m ■ Y7. : >�.,u,r xe;, ', X:�•i� .oly, :i9 1;'A , ' xt, ' 'C':..' l': '....3s' ''Z'''' f r�p ! ti :ysi 5 i 1 f d,K ai}.4 A_� .' :, t.;t. 'iz o”t� Lr}"i� ;P3�i �)14 �y`i g..t4n, ,JsFr 4:�� r �, �t ;` 1 5 S !'„ . !Ar l i� ': SU '• 3 ,'":!'P tr .'..'4�V t.1. .41 ki9L:;F,s :V a tA', , .p�,/5r n t ,1: .�1 fi � ' t�o N, SY•T:':: L=, A i T1�yir,1tP :v!: i ! t f C f S a � r3. t. }y1 Q•, i t't ,4 t t,1' J S„,15 �tr' '' 6w%w . ;:r :�4 YfYJ ai 5t Av ' f a t ., nP.'t}v.?,�! 7 r 4»yrA,A i i P 1.a!u.s w. .T1 ti,t f ,i U Y;• , y r„ ,r i! y.�e t t`.1: '�ti�;1 .x r n .''1,.'`(I' r Nc t�, if<■W "`f-r �b"�:+ '*1*11 , � , e�r '.1 A r7V*;:9 i1g*4 4 .A�114'ylv77,1 ,i,a 5t i .,.;: }� t a � J . M': t , t r_ ' r” +, c dx. '” i ” i t r: ,,w x _ i ary s. t !t s„.t $ + 4:,Yz ?k °4xIf . ... . - _ - r► _— ^ ee_ ,`}=�Jw I t :1 r. "5 .,” .,J. ,.. r, n. d L•'+(.. s j j. ',644,„„4"P.,441..,‘,.: 7..: ..0 t a,�YJ9�.Y5,�i•�t�.--h,.f t47..i..f t f,r��t1.'•k,� 0.„,�...s•;:o''6� (#'r t ;�, «i. ?c 17x'4, J ws�;...,J� F• t�„�h s,f4. ",---,,r444:->• s�..�ad. P%Nr,p.�A ay-a`.fi�. . -ir'.t �t�. ,y x. ' ?• #.,��, ; ,,,0Si" �. t ,,,,k...•� . 4r �,,v,r t,'dti f 1 . i"lr,,„,,,; s 'f ' r � '' Y -..,,,i:; ' ".• r a I',,. "a ' .1,7 'Y 'om r.• t2:.•'_ ;jwl 9,f ., rc. ” ,� '•:•.`,..',"•;., ? i1. r:`Sti m?�n; IrtCx r» ��ty' �� r,�J�> i^ t� 44(f,,,„,;h'1w t �tr - •v '��' .,,t pit 'c•t�c:",n , f t�� ka?ca�;m,y <;"t< •;14� ^}, i+j r ,`t`: t::4{ a,f; t:,1t..rf.1r 3 Y, i,iS+f,v4�rf:t,,vtA'g�S�10•J'$K.s�� M f 4,�q ��1 a.�{� 9�f � "k11� �� k�'�n� �: �'+++�;jw�1 �`F �.r ��,�;.,��sF p t;:.1 ,�t i � 1....:;.•;'tt:tr•:$sY,nF r'it `y. ,,, I i/p t e ipi?. ,t Jr i,�is Y4 '.i i f1 `',1:‘`411 C{ ,....ryr• r .1 �y''V.P ��a Section 12-8. Use of vacation leave. • ,eta;ri ' It:1 Vacation leave may be used for the purpose of sick leave if an employee has used all i ,, r:.. s kr :f '. sick leave accrual. In the event an employee is receiving disability benefits from LAGERS, fir s` vacation leave due the employee may be coordinated with the LAGERS payments so the ,-f::_,.:=,1 ' employee's benefits may be increased to not more than 100% of his normal base pay as long as there is vacation leave to draw upon., r , ,,, Y ,,,:t it ARTICLE 13. r :j�;'!.t..;i,f, 1 �1�1, rrj ,i1 Section: 13-1•L9rnolnnt. t'a',,, `a V0... 1,•ri;,w 0 �..■ Employees in the municipal service shall earn ten (10) hours of sick leave with pay • , ; o;ti;; credit monthl except t for fire service ersonnel assi ed to fire su pression duty, who shall :. 4• �, ,i monthly P personnel P ,45 :, earn twenty (20) hours sick leave with pay credit monthly. Each part-time employee with y benefits shall earn five (5) hours of sick leave with pay credit monthly. :::'d` )4 Section 13-2. When taken. e''' ''$e `; ■, is .,,• ., Sick leave with pay will be granted for absence from duty because of actual personal / s f� ,p;' yt�,rt v1,�,'r�y fr�yk illness,non-compensable bodily injury or disease,exposure to a contagious disease,or to keep -tc°Ike,,G 4ti{; a doctor or dentist appointment. Employees may use up to nine days each year for illness r..R 'S eztr �; in the employee's immediate family whose principal residence is in the employee's household j x't y' Y and parents even if not residing with the employee,provided no one else is available to care ;;,p.,r f '±,;,,, 1 1. 1 for the individual involved. Exceptions to this provision may be granted by the department `;;I<t;i';^; director with the approval of the city administrator if the employee has no accumulated comp t J� 1}j t.�� time or vacation time. .' r4 ' ; ;r: Sick leave shall not be granted in cases where regular retirement, disability ��t- t• : .'• retirement or long-term disability insurance has been approved. �w, • .: :•' mr4fl.:d Probationary employees are not eligible for sick leave pay,although sick leave accrues , { iffrom the first month of employment. Full-time and part-time employees with benefits are • .,,,.,,,,$,...,, ` 441 „ eligible to receive sick leave pay only after they have successfully completed probation: „,:• ,,Tlt; -f: "''f' Probationary Jr,z= �; ary employees may be excused from work as absent without pay under the ; conditions and terms of this section. Police and fire department personnel are eligible to tfil .` after they have completed six months of their one year probationary receive sick leave pay afte they P ;: :period. t 1, When an employee finds it necessary to be absent for any of the reasons specified ``. t herein,. he shall report this fact to his immediate supervisor. Departments may require 1k' 4. specific time frames for notice for work-related purposes. Sick leave may not be-granted • unless.reported to the appropriate supervisor during the specified time frame. ,;I:i4i , , , :/'-':\,.1). • 33 November 1, 1994 .'. tt I .1.i ;F. .i...v: 1yS ;.c'>;, 4 •fir n' •1!^d:'=r�r;i7i'r?.'"t`,'?'.f` LY t"t"„'K+ts:an.Y. ,'., ',i•i i r 7 .t ,, rt,' t', ,.' :V z, y:w:..-3„l, H.:�i'',�'r.p t >t•"4�y'f^,K'° ;r T'' .+1',t .... i \fit[. rI aYt 7Y' S, i,: f ,Y i'. -et.'�F:Y��r c •tf.;s� uj_itG%3r^t. •4 w 2 �. .�:{! rt�,•#t..��>.r ,}Y 1`�'`t.�,5: �..ai>!•�.,t.t 5; ,%,, s'-,:',4r I's ik.: ,}, AL;i;..r rr ,A,.t,t.+ ;ir +j 1,.. 3f,,t } '?,,r. f i,'.?'t,''.,G 7',.1•.+. r 1 .+ t I C:�,.I's J t ,J 4F.:14 :n9ii 1r '.S,n n r•'e °'rt 1, =.iP-'i'•,<;�kA •t�`',,}}, ��L� , S �E ,; r�. .n .:l. 1« *,ti:',:t ' ..i :+t .JtV"h` ,.ji ,; 36, .f Ar,•l;ri ifiiy ,i.li�I V✓•sP(;tfip,..i- ;;,-'i -rk• tF A t f j.. ,t t :t 1 •%.,,,,'.' ri. .r. :i'' tnl;' f-..f.'t. Jx ,fYl'_,'1 :'>« r}i S'.,Gr• ii t,{s,. 1� "F..;� t. h..:1.F•I,,.,,. ..ir ��•: � ��? .tea.: /:. 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( 'ti d6'� • r''j;It i.,IN t ,'zt,,,,, 1 �' . +,a,J ,,f,,.;...., .J{y- ;4” 4[L_ ..�fi vtr,i.,'W”, g�1 3r'M'v pp , . I..J,.. ./,+,,,,'t• ,t S1, „5''. 'J��n,tij, .,J`i:.' ? t 'i:.. ti ,� 'ti, tea' A••Yit'. 'aan. .- t :x■C.•;‘,„-, ., '- , `..." -,., .s t , .v, ..„? . Y, ,t, n d i'' le '''rip.4 i4 ;3 '..;; i. (, t .- .4 1•'; ,'� .Y t+k( 4,.,0:p 1 t+� '-. v �'! .J -T' .,rj'" ! '� + � �� fh. „�,': ,�; ,?r, ,? , ' .g }.,i ��rf�'';he t y, ��c.A+s 1.t 0':"• _ Y 424,,,,;k r ..1' '' ,h is y ..i., 4,:,, ,r-:,,.. .,. „t...4, ?ui■l °'} ,, ::�j,,. Y:`0 y)' :.'4,i '.r0'Yf" , tio+F ::4V:£' "it '�, ''.+r1-, �(t `1;'',. '•''r""• • Ni.-.l;is,-�` " v d F-t b • .: : • ,r s' aa ...4I7— '' +r t. ".:'•.f.;i K .• . .t ..- ' . � 7 y �4r: ��: ,V 13 1 6 1.4r $ 'f!i r t . ,LR tN i-''T a ''=.4".''s-, +-, v{+ ;. 51 .x e„ .,, �iS+h'v aA ,r sv Nr{t.r,,i;r/rr t;.. ,, '1L 7 it s, ' . y { y �s �4»Y 4.,' U. a n 1 f} h n x 1.R a' � Ii : r:,r r t 7 %' . f • � y ± S,�wy!' A. +y�b • ., ,.+� ' t i h ti i.I 3;:e SY't •! :�.iti" t T k e• .e 3r if i ., .ii• � � , � ,`:.i„, - d s ., :-.''y, 'torrt} tt�0�r W � . •' " 1' fit y '' r,°, , a :�',,,I:� 'w ‘,14111-° ♦�t ik' �''s i �� £tr a) S : ti Y- 1 {. }c.,.;. ai,".'L �Pti �ti a r tx 'r: ��t t 4 . 14,3. .1 An employee must keep his department director informed of his condition if the Y` =t, � J #, ; > , '',i itt' absence is of more than three days duration. The department director may require the . $ , r;° $� employee to submit for any absence the treating physician's written notice of medical reason for the absence from work. Failure to comply with the provisions of this section shall result `. in denial of sick leave. Abuse of sick leave shall be cause for dismissal. '� .; a J J ,\ No refund of vacation time shall be allowed for illness incurred while on vacation , ,, Y,-., leave. ` ' ; Jy.it t f l.^'",j 'M• Any authorized absence due to injury or illness covered by Workers' Compensation , .,r,.,,�,,,,,:' insurance shall not be charged against an employee's accrued sick leave. t `' , ,,-i t,r +.., h tO If an employee is disabled for a period of one year or more and recovers sufficiently �, ;.,�,i'c{'','' ``' '., to return to work (medically cleared), he shall return to work at the same pay, as a -;,..11'.)1',','44-. 1 PI minimum, that he left. He is not guaranteed the same position when he returns, but shall '1; be given a position for which he is reasonably trained and has relevant experience. ., r:'' If a part-time employee transfers to full-time status, the employee ma use any sick �,� may y t 101, x. leave he accumulated as a part-time employee. 13',i';4471'" gi ry,:,a ice` ",, There shall be no compensation made for sick leave accrued when an employee leaves `F:;r,','.„„...,,,,,,..,„4. 4 the employment of the City except as provided for in Section 13-4 of this manual. There shall ,Yr s , frs�.�ST,, ^ be no use of or compensation for sick leave when an employee is transferred from full-time ;7� A ! , status to part-time without benefits status. p° t' ti ; f Section 13-3. Accrual. ,.4.11,..,--,..„'".x,,, ', r .. '-;J, "7, arci�i,.:eft' °ANC t''�::�F,cff`;�^' y's L' .i•.'.r'ttx ' i: Full-time and part-time employees with benefits, except employees assigned to fire 417.T:`Fir ', suppression duty, may accumulate sick leave with pay to a maximum of one thousand three ra 1 �: ,..,,v.`,,: :-:,:- 3'. hundred and ninety-two (1,392) hours. Fire service personnel assigned to fire suppression { ;;, r , duty may accumulate sick leave with pay to a maximum of one thousand eight hundred w,:1,:,';f}y,.k seventy-two(1,872)hours.Sick leave does not accrue while the employee is absent from work „; jt •t•.4, .5 disability �. , without pay or is receiving benefits from Workers' Compensation, long term disabilit x'17�t:,f,��-:<:.�\�°, fit., ,''.',;,),,:;;,,,:,44,--1 '+Jyt ,` e insurance, or LAGERS. , . .. CC Section 13.4. Incentive program. ,` ,t Employees who voluntarily separate from City employment after a minimum of five =,:x years of continuous service shall be eligible for a payment upon separation of a percentage I;,,,,r, of the total unused sick leave hours accrued as of the time of separation,which shall be paid , , 1 4r' , at the final rate of pay of the employee. The rate of payment of such unused sick leave shall '<<'`'�:'%r ;,.,;¢• be as follows: , More than 5 years, but less than 6 years: 5% ?` Is More than 6 years, but less than 7 years: 6% i. More than 7 years, but less than 8 years: ';J le More than 8 years, but less than 9 years: 8% - More than 9 years, but less than 10 years: 9% .,, 4 34 November 1, 1994 • 9i . i+ . ry �Yy ..i. 7 1•,'i., 3+r .. to ,rytcrV".. y.,,. v.. ,r,r• .r. ..0, Y. 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'� rt• ei 4"�'i3�y�{t. ,?yTIf r�-'"C.�tx� ,H �i! r�Ayc,,..,:''i;.,�`.�^�',L;+,t�,t.,4«..ft'+w, r "� r• t,y ;'1 J, 1 1 1 ) r.x .{t ,, .,it .. .Y, 11 ei q• '+5' V2 '.V..•.`. s ."i ly;': + VI a Ra.r \, L .� .. +J ?a r t;1: 1 �i7g.(+ �,t,�.,. .�M� �' .•tt'�p�. fit. •�+t�'�"q`,�'is trp= .kv.a5� � ? . i .lx,,�,i ri,fr.�, ,� '.. .t, �.a :tp„• d�'i. t r rF,dt',,� 0,;,+{i., W :' +'.rt!� n.3 S..7 , � ,-,rqi Y `G+ l' ..,t ty f f -.0. '.+ 'S,¢� S 4,',;:h+:'.t i • '' :r,;' .{' .,r.^ :-Y•t7k hx ,°f Y.. It 1 �.- .I9.- b. -!. , �I S 'aJ J'"t` 4 , `q4,, �k .1..:� ,y r r. y� , ,•„1/•.• ,a;t 4 � q;t°rR` .f ,y ��, s.t r.xr,,',» ,,lnj#i� J r`?t�-.. 1 ��4� s"�'� J 1 s� ,,t� :. +,t3A' A”4I}r,ri+x. �r;�f�.}�•} �S+J 3t �t., V ter•'%�%'� .#« =" 5 ')-^, t .! th Y y ,, P ,{:�rby , I j ,\.'N.';;;.y�+ it ;. ,, F� �F � , . + y J � � .31,2.,'....,,�t Sys.fl«a. + r,';k... '.p,Lt�; i�ti�,tbt,ls' >`r1 D 1''� 'S 1 '� � ,. ,t rnr+' . ,4, 5,. = a, t. 1 ,, , .s ;,,,,,,n,,,,.n4 , ).,. •.4.,r n ,t i . . ..(n ,r R;<: :. 1 .,. 't J k..I. '�;°,c� lr•; r �"r' rpr4i rur ,j 1i,., t�3'•.' .s� ;at','t :i: i ,.:? y . ... ,.r r ,r .. s 0 1, "1,},.fl{, c x A, t ; rr 5 ->scr t :x:, a, ,•. Y. nY'p g'r4 s4. i.r, r#�':. I �� rt� '�` �?' t't '��'��% rl�t+ .`r n L�.. g nf�"f{ ta'i'! i.. ri y �F r 1 C Sr1 ? rJ t t tr'! g�•;'z gas 5� s:i`: : fir; More than 10 years, but less than 11 years: 10% 1:.. .. <' _ 4 '` More than 11 years, but less than 12 years: 11% ytfj ti's S More than 12 years, but less than 13 years: 12% „,i,,,,.„,,.n ti . More than 13 years, but less than 14 years: 13% ,x�.x,,, . .t r,? More than 14 years, but less than 15 years: 14% More than 15 years, but less than 16 ears: 15% .,,,,. ..• More than 16 years, but less than 17 years: 16% ;�.7 1 r '.3 t.„, More than 17 years, but less than 18 years: 17% "''=”`` ' r � Fp ' More than 18 years, but less than 19 years: 18% i ar , More than 19 years, but less than 20 years: 19% ,i.:'�'..'',,;,.. :' More than 20 years: 20% ;';.':t: '`'j'4+' AA, Employees who are involuntarily separated from service shall not be eligible for this7 : ;{ . r incentive. Employees who suffer a work-related injury,which prevents their return to work, nil-c.v.!',; ' shall be treated as thou h the had voluntarily se arated from the Cit . '` ' `- ' though they Y P Y fti��x� '° )t'.,1 1'. r.r's 4'1'44,, ;r„ J f! . ARTICLE 14. SPECIAL LEAVE Ir „.{ Section 14-1. Approval authority. F" A department director may approve requests for special leave as defined hereinafter ^! `` � x in accordance with procedures established by the city administrator. ...- (' ,,„ _ . ;. : 4 , ?'',:�:` ilr,jf . ., 1 Ott a ;. ,q. } n'• Section 14-2. Court leave. 12 Full-time and part-time employees with benefits subpoenaed as a witness in a civil • ; r' or criminal case or selected to serve on a jury, granted during their ; `' a , ;: , j ry, shall be paid leave durin � . ,.. ; absence; provided, however, that all payments provided by a court for jury service shall be ,1_ O;1,f;;, 1 ' turned over to the employee's department director and transmitted to the director of finance g' sr �. r: P :, : for deposit as miscellaneous revenue. Essential personnel such as fire employees, police : ; .•i,:: t... employees,and department directors may be required to request to be excused frrom jury duty ;, r ., k by the court. .:, ourt. -f ' Probationary employees are not eligible to receive paid court leave. 3 ' .x... �, rs ,rs � ' Section 14-3. Military leave. ,q02$-41'.,,l-° {_'.:1' ' "�a' .,..; '• •i�rja}4ritw ;,; + (a) Eligibility. Employees who have been in the employ of the city for at least one . „;y (1) year immediately preceding leaving the service of the city directly to enter the active pa' :F {. • , +, uniform service of the United States during a national emergency, drafted into such service, *,u ,SP - ”' or employees subject to compulsory service who voluntarily enlist,shall be granted a military « t>,^" , e,.) leave of absence without a to extend to three (3) months beyond the date of termination ear {� ?``• of active uniform service. The term "uniform service" as used herein shall include the Army, ;,a. ,,' ; Navy, Air Force, Marine Corps, Coast Guard, and Public Health Service as well as all '`r.`:=€; ,i ` , auxiliary branches of said services in which either men or women shall be called on to serve, .k..-',":":;',,",.. . +hi � ', a. November 1, 1994 1:;y S ( T. [ )#Sa'Yd,#,•, �M• f. • F t: {:RV E .F'�: 1,',';',' .1 .9 r`•tF,;H�i :. ,r. :S >.1aL:15$s:t! 't'- 1', ,+f A }^ 7,,*'U ,.4'H' r + k' i,x}" ` "k ? ,, ;� .{�.S.,x ;3'.1,"-:.-.;.‘,',,' l Yt ,r i' :r .X (0', . .P$1l,t 5Jy` J rti .i :• * `.f� 'J i^.;� .IF.,X„�':; .+.};L••i�v'•'ii':.F.., ,.r : ..�,, ., , .R; ;(t+s.� 4v � l.,''� zt ,,,{ (e .:f.fr}: ,..f 4,�"vl .5 ;;,t,. ,• ` r , rag",1 .s ` t, ii 't/•!,>t ,', , ;. • �• ,�A .�``' x ry5}�,.}`•yr, :x ¢L'n+a• �' .,-,,1-`1,.:„7i J•".,J' t),c t s:, Z fit. i. ,�:+ ,,y:C!yi ,;,ec,Ff�:' r t "f:tY'a. r ,�Y tf�. r. �}, ✓ .4•.,t+-,t a `ti:. s�l.+ '.i(4,.:'ti:` . :n,+ .t t. -t t 'r .ti,.,.;Rr'.# r '} s�t I .rt ,tf .�•w �Y.•� .,. I.�.',h.'.•.f Ytf '/{ :1 ' t ' �Y: t }J 5p '`:' % F" �,t' 4' L`C`P �s� �.; rtly,yr t� �w' `�;•�=,, ,,if.',r. ;v t N'<7', '` I'fl �`:qx 4� �r w :{>'rt�:��'t vtl{f',�,;•i'>4 +J._i, "t,'i �L 's: •'o c.r 9�•'2. ?'7 t' :start+ .F SSr.'l�V ,..,. .`11):, 4,{•r , 'C>nz'rt-t:�; .r. •�, i?r.•f.l.,�r,i.t r;.E?t.S.+' .,,)S, "'y';l�,t r y'i^;r,'. '=rr. t=•.`�r ,,ir,f,r��'.1. •i,, aa4' ,.t. *+ 1.r': r•.•7'#c:':.r, 5 .r�'.d , r. ;, .,x+.Sfv..k l' gi,t„,.,,�,,i r.,.,.r,:. r 3 ''t'• t .v'",.. t'r'1^ 'ri;•"q t x'r:�,.tr, l,.:4�r:,%t7"-,.v'r.o}�' ..:.�,• "r fi,:,'{,t� ,-, '.h'tsisf,'r'rsth.s� 4+,*'S.`,?•r „ l :1 r'�r{?, e ,@ ,,rik f. f."y,� 7,� tiA+'ti....,, , ». ' ,'a , s'� )�g ,�4� 4t x ..i. 8` .rf,-r,... � L } .. ;f,�� fit �xj, ,� 1, . r `�� .N 51~.W.. r xt;.• ,, f I t Pr r ,+ �� :t rt t YT � �it4i�Irrr1• ' ;Ilk;r,rM +.,-.0, ...r+f..^ 7 "i i`! •7t777r,-'i�•:t.,•..7`._.!:,. ,... �°``1.. 6,.Le;:•'1 6 ..\ \ ,.1 5 r a .. .'� 7 fs R F k ! rMf' r: .,44 YLL t 't .Y, = ' . t .4 4 az '''1,"'' r �it:Ut�J " 4 .,„44 t}f ,t1 � � ��}j s 9 1•+. ; fs'^ � 7 ff^�r'.�>e!r!r' s� . "i}is a ?�� J t j t:te-i{r!1.i ia s fF "5 c r z ;{�` y t v , # r 4 ! � � }M� ai ..f,rt S , r+r , �_ ,.'! ! {r '• t X 't ° x ��e�, h:asozii:n �:L . v ., ;liik,i:� ,:r „,,...•;....„ t i ,, + .rd T t�Y_ ! i - i r 6 J � til - i110 •r a iq 3 but shall not include services as civilian employees of any of the services. The term"national f K _� „ , emergency” as used herein shall exist during such period as determined by the Federal ,, i' , � .f 3 government. ` �'� 1jii. r g 4. (b) Restoration. An employee returning from military leave shall be entitled to ±r;' r � restoration to his former position provided he makes application within three(3)months after 4zixsµ,1, -, his release from duty and has been honorably discharged and he is physically and mentally ,.c}:, 1 i}_t capable of performing the duties of the position involved. In the event that the position he I.;; vacated no longer exists at the time he qualifies for return to work, such person shall be entitled to be reemployed another existing position of the same class. f., An employee meeting the eligibility requirements of Section 14-3(a)shall have l 3 • ,:li � their base military pay supplemented by the City to an amount not to exceed their regular ' ''' City pay for a period of up to six months while in active duty. The remainder of military 7h,;. ` "� leave shall be without pay. *14-d i v,:' �'{� *' (c) employee returning from military leave may be reemployed at the q ; '� z f Saha.r g Y'Y Y 1°�0''�{�r `�� :,, same numeric step of the salary range he had attained when granted a military leave. He ' I t 1P..9 may be eligible for a merit increase upon completion of one (1) year of service which shall 4,*-,. ,,•,r; include his time between his last merit increase and the date military leave was granted to `J'�' kT: i' (d) Disposition of vacation and sick leave. An employee who leaves the municipal '' z4;::Ad service directly for such military leave may elect to be paid for any accrued vacation as he ,, t �:, ..: 11 may be entitled to if he were actually separating from the city service. His decision shall be 7'' ,,t , ' noted on the personnel action form effecting the leave. If the employee elects not to be paid ;M4 ;ti T i. for vacation leave, accrued vacation credits shall be reinstated upon return of the employee. ; ; zr'zv .},,i Accrued sick leave shall be reinstated upon return of the employee in either case. ; /' ',''` ` t Section 14-4. Military training leave of absence. ,i rt * (a) All employees who are or may become active members of the National Guard, �?4..' µ. •1f, :. �� .. tai? the Officers' Reserve Corps, or the Enlisted Reserve Corps of the United States Government k r9 6,-,, 7. shall be entitled to leave of absence with pay from their respective duties on all days during b..ts ' a1 which they are employed with or without pay under the orders or authorization of competent 1 1'- ; r authority on active training duty,duty with troops,field exercises, or instruction fora period :''. <7,,.~s `.0 t not to exceed a total of fifteen(15) calendar days in any one (1) Federal fiscal year (Oct. 1 - Sept. 30). Employees requesting this leave of absence, with or without pay, shall provide l:::`L.`''�jf=r'y` documentation of the orders or authorization of competent authority for the time period for `` �`�s`'iFf:: which military leave will be taken. ,'r '! '' (b) All employees who are or may become active members of the National Guard, ; E: : . ;_•I. the Officers' Reserve Corps, or the Enlisted Reserve Corps of the United States Government who are required to attend monthly training sessions which conflict with their normal work schedules shall give advance notification to their supervisors m accordance with departmental ' ':.'.`,`•`= -:i rules and regulations. e:4 1 i ' 36 November 1, 1994 t „ w 1 t: •'s7 Ire� ',•`t,."•:.••°''', .'.i t.0, f:-u e,.e l Tr'taI.'iti> it V..>/i1V` s' F s;. 7 a�, r f .t H• 4. „ ;', 7 .. • l.7. r`i •. ✓',-.,,,t",04,°,,,,,,‘, ",I t i rt . •i t'` ` ;F t2 ".�e I i,.,' :.,..:7 .. er Sdt fO',".T ^fi ,r.V• ry ,., 'i` +'j a $ 4.• 3 t l zK,r.„,'-,- iA *'IA'uA i• , f .k y Y 11;'xMA!� }V-1- =:7 1i F y�T f y J�:•, .I S • �'ii�.'' ) �3 I� y a .l�. *;11.-:. Lt x}et>�a1 ? r t 1}'w 4tk 7tisti4t+', Si ” 1, ��p 1 • 4�1• yti0 � �fi 1+e Y;f. � ` `�; i}3{ ,J '-, .i t S j fiyl�,� ; 7i 1�}c'Xti o a`1 S 6 ai}:r: ;• ,t z r r' {� 5 , r f . F. ,{{ �� ,. � 9 } S�a 006. 1 '7 K ,{ 1,4• 1 irf n , N t,c 1 V, !1�4f, A1 .' i1 ) , 5" } ,z1� d ,}� lr,,,,x,oviep. � y� ,*mpg,Aitagli f £ �.y ' i � �Wff� M r �; }3, ,et . t,.S t r ;t' i,f ,,: . 1; 44' q n, Ar::��tyR,Va" ))€5i+�A Y� ,t� �l x.�j 0 tr t s,,.. y E r i h t 4TC.":;i,°Y.nx ".,,'-3 ;xt r:.�y. 1 tk.kj F . i!f ' a f g ft°Y, , n ara 7!§ i . ,,1 t � i ", „ r f` t • .,•,,' i c , • , r :; r V t.... ! ia,H ti,?.: _.::.X .!r 4•f. '<''.'.} 7-^m • i ,,: .. T'� .s � . 4.44.'4:-'.,; `, xY, �''M st7\ x �/ D tx�+> I}aS n,et4,.T "� .f .f ,' ��t}e�1;'+ � r'w' �y.�:+f :j4 ,��hf yj��i'�' 'i EiiK�Nt k�{ , t G ,z.,r q�,) t;.}N t ..r 3 I' :t. 1 7; x'VA: , r:''': ,;ti..7 ..:•.; £ .} ''''. Ar. 4:' . .1 „q,,i,,x.+f': , i i •T Y .:} ,a,. -1-. e,F="6•, ,,1,, R.,,,. 5 :2, ..,.,,.„, r9 "i$9' i,., t x� � +,e., i �4i,�. 1 '.t c.4 b•Y"d• �i!';a u.`'T „�; +7,rN �i. e ,i.. q'n��',i t*?�,:d."'1:'.,.. :¢�,�,t'.1�,a�r�s.V S` ..L�' S z. �' i i:� �r �" � �.f ;t�,r= i, ,..�"4:;•Q,=.:r,fits3. ?'., :F.•G'„ i x - `n {. ; r S.t:I ,i r '1 } ,�,y �e.. ��tiigt- ,:03'. , .v .rk ,p .s, }. F <ff sy, ''4,6t`,�t�rvl.''+� ''`,�:'.u4r= +i `� iat`tP tR :, si,S�,x y „�'�.t X i a ' Mr¢r '`fa `+}RA` ,'4i`!rk' �i..�. .. .. } .,,. �v s.}ta t o Ai 3 s k u;o�fx r s k} a J. :, ,... rriasritk*k E�&+sC "' F1Yf5+ !g f ; d tt � � � t x } ' � tty r rb �' +. 7E�t I,�y4F .StW?X Syy' " .o�.„ section 14'-5. Blood donation l©ave. 'a , '. to donate blood during Red Cross blood Employees may be granted time off with pay g , „ 1 z . drives on City premises. However, safety should be considered in decisions to grant time o ffi ` w•.:; :7 for blood donation. If an employee's job requires active physical work, strenuous.,'.:, ` :? _ performed under very cold or hot conditions, or if his job routinely involves any p �G } �r z. .:�� to him or the public, the employee should not be allowed to donate blood early in the work r� ,��f �' p5 - t4? •• :_„,- shift and come back to work. Attempts should be madet ra ange these donations late In , ,},F 5 �� the workday so the employee will not nee to re op i. x s i ��tc �t7� t a• ,*;:je Section 14-6. Maternity leave. ' covered under '.r '',�” '''.:,.JA f ,w .1 Maternity shall be treated. as any other lr non-duty temporary eave. disability at any time during i .'1”. y^, the rules pertaining to sick leave and fam y ti ''' .V_: ; tea x ��'<;>'` • regnancy an employee is aware that her and/or her inbvovr�itl g to her department director. �� 'r ''+' P ?� Y�f her job, she shall immediately make this fact known employees shall {;° �y •t At such times as deemed necessary by the department director, pregnant t,x, ; rFy j+ _ ,J submit to their department director a doctor's statement indicating the employee's physical {; f 7.' .,% q` ability to perform her job. Employees returning to work after childbirth shall submit to their r, ,�z ` : Yz}y f#S a .: �'�4r°�� department director a doctor's statement indicating the employee's physical ability to return determined reference to the family ,t;: ;c3t fir',. P leave shall be dete by : � `''`` to the job. The duration of maternity ..,:.ti11,-r,,w. :r 'A,`.''; ` '7 of this Article. ??s,`J `t. `' ' t' and medical leave provisions o �' " ,f a medical leave F 4,,,,,....4,4„,..,,,,,-„.'t k Section 14-7. Family nd f f 7. � 1, ' }il�f�f'�TII Employees • who have worked at least 1,250 hours in the twelve (12) months prior to T Y. 4 ' {Tit 12 weeks of unpaid leave rrra.zt=i r'',t a family or medical leave request shall be granted up to twelve ( ) ,�,,; tion or foster care arrival. :41;0F�°��' t,.:``', ` `' during any twelve (12) month period for a child's birth, adop : ,'�: anent or child with a serious health condition ,A;�'��'�, heaves may also be taken to care for a spouse,p . t;',.:::Y...-;;t,; r,,, ott f . or for an employee's own serious health condition which prevents the employee from gk, , performing the functions of his or her position. A that involveslin inpatient care in n a hosp tai, � �� ' E. .r. . injury,impairment or physical or mental condition �;�t� u,�r i. hospice or residential medical care facility or continuing treatment by a health care provider. ` . ,F P r� f, ''". .rF':,, roved family or medical leave are allowed: 1) to continue group Y€ a ,would have been ' ,,,v,• k f<' ° Employees on app f ii ,, �r ' c ' ';;;' health and disability insurance during the leave the same editions as to their prior job 4 f. 1 ,,.. had been continuously " } °a';i:,',::'31$';`._ provided if the employee ?:' ' "' •Y accrued benefits and other job conditions. �� , J }y .� or an equivalent one in terms of salary, Via= `,:'M`` not to diaru , �' 35 'r :..�;,;;��4.; • must attempt to schedule family and medical leave or for as lannPd medical ' ::5h: placement of a child P r`° r " City operations. If leave is for the birth or p Y, -. ::'� "' ;� treatment the employee must give notice at least 30 days in advance, or as soon as practical. ��',?',: iP'i: ' " If leave is requested fora serious health condition, the employee must provi e a I�, f i medical regardi the condition, , 4-,e; , 't 1' health provider stating the facts ng . '- �� certification from a care ,=�`��=�"r��' including its date of onset and probable duration. 'a4.. ',, ,At- ; g`> November 1, 1994 !k't�t 4f! . 'f.ii:'; . is"..: „r?w^ `.r'y,. qq T r I, �i4 {yt5x7'HtXy:GPrN•'- t. .t Y q S ., Sa•'<"f,f:7i '�,><' ? 7k ••ri ^' )ti? �C ). ;•; w.r-!i.- ,«...�..; ti 1 c. ,r s 'v� �7 f�'Siti`ti f .1t�; 7 : ; rsi '7c�'ryf�' .f. Y. } r{ f ,' 3,V 7 :.ri t' F.r: 3s, 5 ✓� ''i M.. .i , i.r},i,•fs f` r.r�. ,}r: �':f� ��,. ,�d,•,�; r'r,,}, u,; �'. ,!�. (�,.,,4`` i a. �:l;�d.., �, !.fi ( '} ��! � >r y. {}7 -•.LSYQ:�'• :/i� ,y},,i�G.�: , ' �.t�.j..,...�'.Y•�y t1�.,n �� 'r(i+.r>'M..^�•5•y5:�: ..J..:'`rri YI X S ..t I4 '�• i :,: .i..• ! l'. .,�:{,�• ,,�; �'4�5t4 t 4}s, a';U., },�i r S At,:'.,,,.r A •f �c y,., ,t,,•{.,.kt r, ', F = ,t .'r, ,.•t. t' r?i6 } ?s,x.�i +'t d' STtlaZit!4'11),..y. , 1:7`963^"'`' �w�'$3M' It' .��..�7'?F•',-'".vV�6�s'ei '4.�t�;' 7 •�. .•t "J,r,< s i l S ,"tom�C"�i t,;i�,'�}, ..t:Ji tSZ_. .,t �,;}•,e.t.•�F„' ', ,4641,1. 4 1 ..A; ,1.y,-,{t"�_.r. ,hr ., h' . ',;:::''',,,,j,!!.:^,'',",:,,,,,:',.;;,;` J ..:. :, ,• lr h ,»,'h1 xr,'•l,,.r?t,.,!.:V, ti .Y. ';'. ; 4 r l .}. 1 . .;Y r. r. ,. ..s.� �,� .8� ,`'�}t 'xt t .4 t � f ;,, iz} ;� r�� t A�*`.��r'�., g �,,1,};u ,,,'�yr; r�:. } •,"r .t4'oi,P r+`r ?k! ;, n 4 r ! Jt 1.fir, ,%,`.R �'� y r t g K,,r. ,�'.�.a�i tt,,,, 177'�i xt. dr�1S al x} �r i S �.7 .r�( u:42'r�}it+.'z�� kiE:�`Y{:�,a'S1f„.`£ ,odfi,�'�,I'a p ;','l7rGkn �5, ..+5';.itf�`'�• i 5c,t,,..�1 �*.•. � § '`f S. } ', E a':. ,' • ;" ^CS7 fAf •:•;1 of. � .tr, '��.. ;�Y.. }( pp r'y�,jj.: ,�_!$}.�y i t;4 � .; ., r' S,. . vl d.,,, 1 ,,.1 i5p[F � 4„'t1".:S{h Ar°J'�f FF Yr � Y. �I v� :lf t '2]'S'r4 �.'.�,�'t�'....+"i..e r f 434>.}�. ?.`�,.t=, F..° 3 �� .r.yo,. ,C r.r= a. s+, N s 1 ,>. yr,} .� ..i� � �yk .� :.��,,�'� ',�•, . �.Y,h:-tt'+2�f:[::5',' �s, p`.¢,t �,r , 4'^;''�.7 "t .r. t,.�,d` ''o gt'a t0: .r't, . '4<r t �{I .4 rf kta Q �,� .70 n,;;�a{„4x ' I i��p,.rl �'� + .��;., .}j„+'{�' x � 7 '4i '7� �tfi, er.'s.�y.t� L..»,,. ,,r yf n^Nr _t , r:f;*<"�'}; .'i::%tr�'Yo�,- . :-� 1 '"° .1'. '�•�! i a z. fi.,S t 5;. 'a�xy� ,r.{ rt t' r,?�� z'2.l.,�.,1!;�zrt,.� t}.µ,.7 iG+1 `45 4 a$, r`''�i,,-.ry,Ef.• }t. '.5 i .!. 't '. 'rt ;f,.,,, .A 7:�,iv.gli x,i�}'"`.1,Ka,, � 't' .E ,e f , r ': , , .,ti } rt�, Ytl P a er x t tt ,Y,:9.„'L Y. -t+'x.i 2 h,t�._r.`:4'S i t .t� F '! r. 7, •c 5 ud a E� y! ,=' :i r' � �a 417i. }Mt p'e'a :1 s, \ !j'f �iJ . . ., ., 15 'I 4 4 v41 y 4.�,.r,.1, •,,,,e t,7 '.:iim l 4 ,�5 �Tf ti} k '11::.:•;:(.:•.'„''' ! 2:',:-..',•'- d ivy? ,tq .. r7 P 4s: � ,.-!+ at Y.,, � t�`. � {�', ..•v:"�r a.. ,''n. .,•,i, 't; ., ,:lf .. s.. .;is i. _ .. �.,H°.� � ::•e!•'} f,.. s,•,edty+t'�y . , <,i r) ''''3&',^.'� t ,;,. ,i "� .{4r.F.'.,;a 7 ` `' .:iL:id..s,xu ewtlt� , :4• ,. ' r a:..; • t••.'�,.. �C ; Syi F q t .. r tv t a ', h t 'sF I tt7, .Y; i r } rk Y a } u:'.a.4, t i r. . l+ ,'r : : +. : u td , a r , � # � a. t }. ,d: l{ei;5ts`r ty�, a w1 s;, e��i t,!r: 4 � ot.., i'wx,t.. t r r �.t "Z' r , ,n , • 2r' iy •.'9'•ttt LY[fF."L j:,, 2 1 t } ar Y1. y If leave is requested to care for family members, a certification may be required to P ;� t state that the employee is unable to perform the functions of the job,that his leave will assist } } ; �,G in a family member's recovery, or that there is medical need for a reduced schedule. „ � • a Employees may be required to substitute accrued vacation leave for any part of the ,.,,,,,,,,:1`43 i'st 12-week period to which he is entitled under the family and medical leave provisions. :fr �4x f;;r., s �qt. ;,. {,'; , '.a ' •r • Employees returning from medical leave shall provide a certification from a health 1 } its f tip':'7•• care provider that they are able to resume work. {,y;,,� �{t r$ An employee who fails to return from family or medical leave shall repay the • z;. r . • in effect during the leave. ' _ .�;`''r;, '- , premiums which the City paid for him to keep group insurance , .,tz k •j ; Section 14-8. Occupational injury leave. �,, :"`".� q'.k "fix° +' r• Hi ..-c � t r (a) Any employee who sustains an on-the-job job injury shall immediately report such -x .�.r s,:~ ,'i-, injury,regardless of severity, P at, ' ' } to his immediate supervisor. The employee and the immediate � { 3 , supervisor shall prepare required reports of such injuries and submit same to the department • : ' y;;:, director and personnel & safety officer within twenty-four (24) hours of the accident or the ,,V#` s'' next business day after notification by the injured employee. g, ..uu• (b) Employees injured on the job are covered by the Missouri State Workers' : Compensation Act. This law provides specific benefits including payment of approved medical ' - ' iii expenses and partial payment for loss of wages. Payment for lost time commences after three � ;., , .-rr., :• '•„J;. f}.ks, { t,x' , regularly scheduled full days off from work: The first three full work days off are covered by 'WO, ki _ c; the City, but if the employee is unable to return due to injury for more than fourteen °' ,j .0,, , calendar days, whether consecutive or non-consecutive, after the date of injury, the City • ; ;'. Workers' Compensation program then covers partial loss of wages for the first three days. ,;t � ; money will be undertaken by rre*,,c,-.,4' No adjustments to any leave balances nor recoupment of this y u. the City. If in any pay period up to three months after the date of accident an employee does r ... 'µ', Y not receive sufficient wages from the City to cover a group dependent health insurance ..-0, � . ;: premium under the City's plan due solely to a work related injury, the City shall make up tfrs:mOtkutl,, , �F�lti : the difference between pay and the insurance premium. 0,014;..; • it cx,k�9'< (c) Supervisors shall be responsible for the investigation of accidents or injuries y 1� t work unit. Every effort shall be made to determine the ,nx�,5+z. involving employees assigned to their wo YY x � ;",us� .u, , causes of accidents or injuries and preventive measures taken as appropriate. i ;;, , ; . Z [ fY7 r�jisL "11,grt Section 14-9, Absence without leave. ` `', "` ": �s`> Any unauthorized absence of an employee from duty shall be deemed to be an absence t``H . ,. • without pay and may be grounds for disciplinary action by the department director. In the `7`,, . absence of such disciplinary action, any employee who absents himself for three (3) or more , <' • • days without authorized leave shall be deemed to have resigned. Such absence may be covered, however, by the department director subsequently granting leave with or without ,, t i,': -, ,:•;1't pay where extenuating circumstances are found to have existed. `` t S;+5,r17 38 November 1, 1994 :;.. , fr' . . .. .,;`••'•1 ■ .:r.i•:.•v r At,.''N•',`u..y, .'O t' �'' .'i.��J ��J`px a `.r°a'9'.,✓ 1,}n fil1 y' .,h" i` St �. s " y «� r,,,,�' ,� „ ,,.(4. l,�^., .L i r t. `f�iT a'4 µ):.:`•?4-.,,/�,1i'�,i ."y;, r a.•" "+.' •t " r,,.'.G l t l!i�. r,15 s°)�¢r;.:•.'l:, %t}y,A•`}kp,K.r,i•k5 W7 N. i ..7i . ' . �r+yo-.' r.t•, ,- y} f r,'';, ,2 .,,,,7`,,L� t � F .r,TY,i J, '� �' i'7 ,) t}:i� 4 i7 4„ yct' 1''' .- ,i, .m iiat 1 a '�i�” 1,144,,,W,04...03,,,,,',7, 0114:1,.,,z' M 1.4rtr4 `+i„S rt 't i�.� f,6r•, rS` • J � ! -43 y,.:, S :,/i t n.t' ;g ; , r w� �” o•A�,"{r/-1 b, a-' Y,-i y l 74;' p � ''''.4 41.f.,, " `A� q r.S a r -£ ,4 .,,k� 44"S,t;r'i f,r,r ci1n� " F r a x Y x'; a ,sX A y t'6f:' t . b �f �:i:�.,,,t.i r} ,4} •� v 5 ' s t °i +J• ”X4 41 4,t'ta l Yutt�?' � . ` � 1t ,.: MtS . ,' . - : . , y '. ... : . { i� Yt,'1:0-ii ,tcd1.:;t+Htl} 1 .s4(•1 4 � `1 '. r, tt � yys!i : r^°x .<:k �` ¢ -� L. �4331V. x ,t{":4, jti , � ;t a< r. ,, § , 2 �ii i '/h.a* rN: 1 Ol?x ! s, ` rr {N! i...-�� t ' - 3 1adyg�`p r; N;;liw trr.�r;t rsy f + ` , t T. 0Y r N Yw ,W t r ry F M1 � � 3 i S S y k 0 ,170,, t1 •+.X!.`iY,�`J 1 ?v <. � {4 Qlal�i� +{, .` i a 1.Yyy ts . ?.r{r� it i p 7 i r Fl ' • .'• l r r4' .t•- vt r t'r "x 't, I. t i f 1 �;4;A 1,:,'. ,•j1 i. ,. 1,, /K' Z i µx t 4t0)7,0 : r . i t p s, /i •N• s- is . -_ ,s , v i �b a. �, 1 .hr f+P[ )k ad.a , ','" :uS' .. r., .`A •,L f. 1 C '�} >. 1, ' '{r �' kr� - ro'-t h."�'€yr e , F t F tY t. i ; ' 's} �a.'!¢',.�{�'-', . R ti;.` .i ti.:t j{ p f!{ i 4�� !•+r)� t'r y i[,"C+pi, [1�,i:'• ii, '�pp�Y. "{ ';;.=P YP r .fi" , •"'p jj !. i. r 7 i 'a,. ! ,r,l i"'i 4F°: , 1.,:', !' I§ r 1.[t .t.i," ,�..` -*..i6. ';: 5 ti' .:f, !: '::.,c .� s!?z.,:{. ri?i'�.r ar i :,.<ri'1,Y`ya''' YtK`i'..`Yw �.� .... .'�i7:a�si.'tf!_ry'•r 'tti.L� tea. . 4v ,L �.i.. .. t !4 , ( ^1 -• 3eMenNrow...'.», r:�a,rw«,ew7Yt<.� 1y i; , :- t tta '" .:.' ,:":'::.,.'., :i:: rir ,i, . ,•`: F,..;;.,,,,,i '... - i'$0, :`-.i :',',ti,f.`'S1 Section 14-10. Funeral leave. v= ' ?a ` tP r.'�� y tr wN Full-time employees except fire department employees assigned to fire suppression :4r `.0s `'a ,i duties are eligible for funeral leave of up to three consecutive days per funeral based on need ,�A "',, 4 '` in the event of death in the immediate family. Members of the fire service assigned to fire 4', . ,' .. suppression duty may use one working day for each funeral. fart-time employees with , Y ,;4 ".'-: benefits shall be granted a maximum of twelve hours funeral leave. In extenuating ,„„,„,,,,,,4,4,,,. ,F. circumstances,the city administrator may approve such leave for other relatives not included ,,,, , ;r..c;• herein. ' '� Section 14-11. Education leave. 'Sti . t '�E f, ,; Full-time employees may be granted absence from duty on a non-pay status for 4' sr o, '.i education instruction when recommended by a department director and approved by the city }• ., ` administrator if the successful completion of such instruction will contribute to the municipal ; „ . •,k. service. Y, ' ;'Y anent leave. t'„vat_ 1' Section 14-1.2. Special assign _° }, Hsuy,�i��[t 't r,`: Full-time employees may be granted absence from duty on a non-pay status for special ,(,,:di f •,4' i.,t6■' 11="' assignment with another agency or government with return to the City contemplated in a Owl WO . vy. ` definite amount of time when recommended by a department director and approved by the 4t . n'f:., ;I z city administrator. - " r T • `-''+'," tsar ' r''' , i.,;,,•,;; ARTICLE 15. OTHER FRINGE BENEFITS '�. x Section 15-1. Health and life coverages. ; ;. a;.':% {.r Full-time and regular part-time employees with benefits are eligible for basic group t° ' F a r, `f y,,,r.,''t X51+,., i life and health coverage. _''% •. The basic life insurance coverage is the employee's salary if an even thousand, or . it .r-• • rounded to the next higher thousand. Employees may double their life insurance coverage rtw .a •.,� by paying a premium on the basis of age and salary. Current tax laws make any benefits a=l.: l; ' above a certain amount taxable income to the employee. Optional life insurance at lower set � �• � ��;�,, coverages is available for dependents. °'``�' {��oil *�{iat :>a' The City will pay the premium rate for employee health coverage. Health insurance kris . :H. r. ... ,.,.,•, coverage for dependents of full-time employees and part time employees with benefits is �{- ..ai�Ys `, *JP., ' optional to the employee at a cost. • r� d • %; Section 15-2. Cafeteria Plan. •,, n' t Employees who are enrolled in the medical insurance plan may take advantage of ,,,,,,10,;.;,:v.,.., } Y reducing their taxable income through utilization of the cafeteria plan. Additional T �, insurances, such as dental, cancer, and intensive care are available and premium amounts r i'• y, ,, , .,T + f J}t,•4'..'.4. 1.. , .:� 39 November 1, 1994 4:,:,w`�';-,} ,a .. ,...• ;1;;;},;':..?;,:::::fi.t..;7,,,„ k ';f71f, . t 1,,,„.,., ,t,4;..sr$•'..Ti• :,, a .,: .i a ;t' i1 � , t:�-li• ,.+�i,, *;..,�.11(t` •`r.' :S'4't[: 'i.�. �s+,I �.,;,.' ,��("r�'-rI"' ti w• f !` t. ,l ! ..j,-w `,,; ;.f :! ,; 1 !' n'` . t{S, ?,v, YY i Y t M�M1;.ry^.,.,. n;v�'.u,�..tt ji?, g �`.a: '{ f r X.. �i ::x I ,�•:.:t�, -:S•n, r }� '�•� �", )3y a•. I t :,, .,�;� ,-::',.,,7,'.!;;.:::,,,'c ,F7' r .,i a,t ft; i r t [ ..iy 'r..i r7,T5 , iC.,y:y:'/X'7,`Mi1, atb.,jj�yLV"� °s 1� '{`:'',' 's k.. .a.�.�gr .f l,:. i'� 'i r?r , . ', , 1':....,:! .'i.,'. l•ry a ai 4t.K ;.b.f;1'lk .1: IV't 5 .aYhi\�'{'i'lkkjti07-', I ,�jj ., � .?r„YL-:: �i � r?i'=5t�.ry art tj,r/. ,.•�" � .1'!. . t ,, ., is<.}: ,. t}. f.p;f#r�r. ,ir,rqS�.�`�•fi• �,i+ tC f •,:t . F r >;7:" ,• .k i i�c'E- .7 rS c S t r 4 z.. r t .a;� tt ,1 i{ Y/{af, 1. a°ttt"L• .!< r. '1t$. j.ti t t•.t3f)J' 7� '0 k„ ��•, :,?s'Ty`.ty:1.'��.i 'd'tt � I. . r a,i ��4,, *.r.i'n.,�l�+,1,'',VY...4`f'MZ*�:'�,:rt,.FS• � t • .�• ,s}: .tj,. �' ,a1`'�-,�'' ''�}. Lq d'e rx.a tJ. �7`,l': 77: t.f� r. � ,•'� ,( t ". ;::;:-.:•,.. ' t'�,:a ti .�-,':'�'r .�,r�Ga";:}�. �'k�' [i•.�;ti�.€ �,?.t{,:�� t^.�tA ., , f• !'Y>2}'' r'X+tr `�`,,t- ,, V 1N "i e .a r h Y..:ti {{ �il,i e' .u,^;rl'� 7M,,tn r .l r. it? ,.,j S'.re .` r (.!:,.r:.,,•:',,-.i. .1 i.:t'., F' �� t "i, ,x2°� ,�'.Yt�';. �r +�`;;•':•�( #t1,'� •k•' # #�~rt �'4[s d,, r / ,w r t } � �• �:,��'`'y`4y.�f,�'.r �a. .�•:i ;` ��$� ,:- r..,1.0 �: � :?, ,rt11r•,y,i 31 , .' tl, tV ,,, ,,. r I ,:rt. :L•. i �s J :y.,: SFr::::;.:r-".'7,S.d' . .'1X'1},,-r{°t;�:it„t 'e:t. .;?4 F. `,r. 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'1.C'"" •.��a hl•..{ '�;; ,i}<'.✓.t �5V!•:, ,� ,�,,��T�.) f , ,�y t. t t a+ , !•'>1a�1'.,�ff:•'1��'.t '� .i} ,{ :I .K.'.jry. •s' is .`s ir,i ,.t. .(irg,1,-, .:! .f, ir:r i`,, .P 1.. ;rte r :e?...'dP, ;*.s'`. } • r, iv''' >n ,/ .� :'t5 t a tS-•t, xa :t... 1: , Vi �r�.t,t a a�tr: ;�y��''7•.'1' 9��+'.:fit•• , ",�`��•.�-'.•:�p,i'.�. .ui. b .4� /} Y -Y' ,�,[ l R. ) � S `tr a' � f t i'+�f }) J • 1. >3 ,,,fit° ',7t 'w .�... ,:r.. �" v 1.� ;tt` Yk 7. r ;C J �. r ''. :1/, ,c,�" n� lits ! r�';1 :i: .:,n...,. �bt� �- rTC' .� �. �fi'(. d lti +�e „i. 1 t - �: �S�.`.� �!� ,� .al T., y `4�" d•.S!A:a ��}}��'' ir* .a l sa` :zV'l: r ,:.` 'r,'�.t,;i d r= :r' 5� S 4 >;.li:'.,, s� K ��: ..r: Nt;�n,i ,u,.,. -4,-.,,,,,.f,6,4,..,� � ,V- � f� it t..Y'{ ert+ •V �tf {,. -,t y .✓ �7i� My�(,� 1`t' :ri;'r5:,'1`r 7• t fn sr ' ;ea � } r. t ,tl ,, .f•'',4„,k,,,,, ,,.A1.,taw 3�,44'i? `fy} .: r,- Lk. ,f•t ,.t,..•I A. t E'` Jy'a�7y',,�i, ,:i,- ,n ..5;' '„t, , :`< .;i.: r .S t ,„,,,u. 7 .F f,,, „,, , .„, ?,,,,•K.. ,, 4 t %"T'.[. iy .t" I r�y'V t` !. ry A� ,tS'PAY ' 1 . , .. .. ..... .. . 0'40M.. f 7 t. .,+ i i .x t ✓1 : t, ------•.,. --' ,t '�f.'':•toff"+""'0'11 4 ;``.' ', - ✓f '1404k• .a '.r {.i. 3,., t ar. ,x t,tr. is t "✓ Rt9r-' ,•tt' '9t• 'T+, .x j •'. ,1,Y..�.kr .fy,.;� rX.a,7F� r It�t y ,r .. k\• c ,;.Y� ,.�i; ' ,:..r o: i., ., ',..,,r ,• ''yi4 .S, y,:: 44 .. f. its a s y,.}, t{. F y 't< ;i':.„y; ;::ps,kc i z;5ir 1!:' tx{,,(,`4 ': fig'+ S :wiSt '.; -�;•'� rr”' 1 1 ,}v: �.�� r �.E tT x 4 yi.�sS :a x,}+i.�j} �Y..'•7 ., 'f;'}'a'f„}.' :i ft� 'S'j*'°,:;J•L•'pvr 3F .+i J1�r :+A a't iC' 5 s, is €,y..e, f.rr ,1., a az1. a '''?S; .,. n,''''e,• :rfl _�t$,,•�,,,: C.' F. 'u+� .�-. n .. jFT} a S1 '! r,Z2i k f :tc +.: �' t t j. `� a } .�'f. ,3. . 7 t '� t`4 e ,yl. 1'. �•�' '`tir�f Fr �..o .�.�''`. !r�ir' + 1 tis v r�l'.. fi: .x r g�S x �t r.C.�IF 4 pt<+yrrw ;,u, +,�',:i t .y ''i< R.. i.uR t'?.••, 4 :�@ t ,,rkl 'f3).t , VI'fir Il r t i':.•+<y s t•,V "!. ,ri s: t 5 i sa?s;`,�F" 3c,. i za t .!J Q 'S s I� tiu0 .r. ,h,a' ZQat,w»l�.i,Yi .. .l,. _ . ,dials .c9 r flrt, 0 —'..,..,,., ,.WiyiZ.i..�Lu..'i!,ia..,A:.ik4 ,',1, ti--.:ri 3 r;1`. ., ,- .,:'.`'i 4i, ,•;,:'!R r tS y.' 'N t , ,�:.i :>ett F. tx r ' ' Y fi ice} `?y' +S "ks J.•'>�,! .'9.17• sf''•r' `' for these and dependent medical are deducted from gross income prior to income tax `y ', ,;;;;;;:k ' w � deductions. The City may supplement employee payroll deductions for benefits by also F � At contributing to the employees'cafeteria plan. Employees may also reduce taxable income by j„ 4 r 1 setting aside redesi aced amounts into the plan for dependent care and medical expenses . . Hy ��,:54 not covered by insurance. Enrollment is restricted to within 30 days of employment for new j!!!!::,,, . 4 employees and during an annual enrollment for current employees. ' , {�:'$,' = Section 15-3. Retirement plans. ` '� ',vn.,, y;; }'' } i'iyP''.yFf.3 ;; l Full-time employees and part-time employees working 1500 or more per year will be !; z' ,v,', enrolled as a participating member of the local government retirement plan (LAGERS)after , ; ' {;; six months of employment. Employees make no contribution to the plan. It is paid for by . , (� °� the City based on a percentage of the employee's salary. jr•4`if t ,' Section 15.4. Deferred compensation. 1,4",,,-00. - , Full-time employees may elect to participate in a deferred compensation program { 'err k offered by the City. The City does not participate monetarily in this program. Employees TA " ,.; Y Y Y P P Y P t, r : shall not be eligible to participate in this program until they have completed probation. ' , {• Section 15-5. Credit union. �{' ;4 ' ,k 7 R.ti^ S ;- 4 City employees are eligible to join the Missouri State Employees' Credit Union. of,, ., ., ; .;: Employees may apply for this benefit at 1815 Southwest Blvd. Payroll deduction is offered `4 N' ' .& '' S `: for employees. Forms for this purpose may be obtained in the personnel & safety office. <1`,. k. PmP Y P Y ..0.7; , Section 15.6. Employee assistance program. _ 'rti $Y;i'k'i r. Full-time and part-time employees with benefits and their immediate families are '' 6 ',*' eligible to utilize services provided by the Employee Assistance Program (EAP). These ,•, •. tf' ,;aV"•try , :, !;', services include individual and family counseling,legal services,and financial counseling and : •w, , • a r,,,, may be accessed by telephoning 636-8115, or supervisors may telephone the EAP and make „,,,„,11....,0,v,,,T a referral ',,,,�. 9,( Section 15.7. Long-term disability insurance. w i 47 °t,N trey :,..;J;f, Full-time employees who have completed six months employment are covered by the ifl.,; ;_ '>N} i City's long-term disability program at no cost to the employee. To receive benefits under this "s;� tr program, an employee must be unable to work due to a non work-related illness or injury !,2. .,,,,,,,{•:'' t P �' 7 jury for . n :;N� ,r�fi zi4;,y�ar a period of six months and the plan will generate pay 60-70% of the employee's normal '. •:'' t:r. paycheck. , '; , Section 15.8. Education plan. ` It is the policy of the City to encourage its employees to further their training and =r:i ' education above and beyond what is required for the performance of their duties as City . ,i1''' '` t employees. To further this policy,the City may pay tuition reimbursement to employees who ' � .r '� P Y7 Y YP Y , : i 40 November 1, 1994 ,, P Jt /4 7 4t i"ari"9x43 alt; '^iM �„< 4#. 1f '��,'tT'� e� ' :v.� ..}'�ik's, 't i, �� u t i��y5�l.�. ••��2 'xk 4 a Jt ��,'�,' 1 ,.+ . � +rt itiriy,' ",E"' f • .4f'ii, rrrA{7 «,: s},i 4-.;rt. I { .,;, r A",•i'' i ,t,,• "A,,' f' :1 t, .r,• .u' .S,F``p. rtr %7, �,r� + ��f�411.' .S, ,4�Y. �y'�, TC :+x-, �,y,�`jAt., ,.'l�+Pd;'rrl�.• �y'Srt.,. .o,�•:�. ..5.....,.a �i��r •^sy 5.'t.,t. {r�� r:i;•J,4..�.$St., or.. ?. .{.T�•'' ,f��it !' �r,^'��•:_��'^�ii i` i:. t tf;.r � :w�tiF•.^•",�{l+l '. hLF:!s �•x? .,,r• .T t';'s-ic'''' 44;'3J, r41:y k. VAII:'tliq,',;,: O.11:-'1''!i .r,{{`f'''1,4'1's'' •,,,; �` vii..,'.�,Y�f+ Y,,,:',1,',1,{ 1 i � :7`,J,',„1.;,: ,: �'f'z: f;S:x�' ''y° .:�;., .u,. (• fiv.!'� �.;f'i t'i;'•,?••4°'' 1f,r:!�� i'7x��' i vi `Ct'?'',�i •Sk.� �,"� �t f, "4� ! �,.{Y � , u'�S�t'4:� t �� t ;rt; j *RS.. '�py'p,L. ?; a T ,r,. ' .,; x� u,, ,f.» k t' r f.! ?,:. S r i i' Y �+�'4i'NF"s, 41 ! . .T 3'` 1t 1: t. ir$, �,�7.. �Y FA ,u�' y �'4"!. i,.1,' }}{,�7 i�t :U. � �{ �r L ;�7, �.. ,l i. + 's. 1.f::(q.,'l,.Y'1+1't�r."`�?t9•i•kfi it,',aa .c ?I`i .tu,. f`j`i Z. •� 11+rt. r'�;( i•a;r�. ,,ijr..p! +�:� �,�v�fY?4c,'a r .,� �}, �° :A �: r, t �. j'� ,:r;:� ,r, t i y �"t!�'.�`%��.;,i= t� 3y` •�.. .$# .� .� ,rfe7*' y„•'`� p�� ,��,i�'��.'{`' J, j}iu,` C+9?��d. .4vr, .'�,S`. f..�,z,1 y� �� h a><` , r '1'�.` 1 ,fsw'.' s'S s?, ,;i. .?:}' ,{.!.1. /�j t:• , 1 `f r.,,�r�?,4',•i7✓';',?„ 'w ^W17`"..f, �r." 1f ,,9'... afoot- p4!t •! .t t �'t } �'.,b`:3.r` is: z a `'i'i;. .t 5 ;,,r 4f$r&� 4 v�t , gg �;'� S %T. y, .,' , .F 7a*,' y3ik V„ r +f r y. t} e „-,,,4 t ,t y.'z"i,-,1, i.,:in ASl:r Asa j, ,, 1,, ,.d. yk ,"7- , {i t t iri ;,,t'•tf, ,'r�'•' : t JF "; :i /'i4 � 4 .,,!' F.,s yt rj'-�A; 1, �r'vf,.q' �, �' fl'�Y l�• '.1 r Y.Y' .t'.t �;, F ;�1._ i �I +: ,, .1 ? r.? v .;,,n,:; ,. i� `yr�' '•; ry: . ir'".4,/,,M 't,' itt.f,t.z f: �.. n �i 5,` 0044<1.a '4(P K r t', ;-;"' ,�; T di ;,+, -�.��ri. !,=4 iLj�t,h"`')gY�t '�� 1VC Yf , m n; .� 8 � "'!, 'y � �c��,.�rf�. 'S°ts',i�$� ��`�•i ''>�4 1 i t ., •> .:41f 54.54,4`�l!i,,.firX41' - •1.t 9 i+' :1 ill, , .�' `i.W ,..; r }i;,;.1°.,,Vi•!,Ne,1•1` ., r ``.1rit i. � d�F,rnx;s rl,Y� v.,r. A �. r✓ xr ' "}i1� Ys'1 -�` k ,:`,ldti6 A f �� *t�'Arr' ,�;��a, ,r�'S;c� +.3 r},�..;y t ., .5r2 r ,i' rf' ± 1 a •.y,tN�,• - r t ><. V I' L • yr' - 41ht:•, ',' 5 jr { '2 .i,;;t t �' i>'�4'1i�sr s �x�� ,! 4, Y", y �'� Z .9• # -?� St�,'�R F�'fS.`.t.'. , ;r. .� 7��Yju,?t{�j' +1,t2tiF`sly it ';,r� l.,4t rs t •'_ ,} t� ' �i• 1 } r ra# {:s t d ;0. Y r 4:�. , f 1 4, tt, 9 1 1 ,t# .fr"i',y` t,r�i s 4 ly, *P`; .f1 , ,$4 a i t�y.:y i .sj" t;>„rl :`ci`9;.•f a �r,ei` 5 t:i{':”" r` . 4 ^r i. .,.: 3, r 4 d it .r\_ { i i•S, .S4an4'.Y. f�?. ",q4rr,.;t•tlt'y '`.+t. ✓1r 1 !k} �y, ii: r Y,.,.. .y.,j' 1?f 110,,„';`,...'1!, `{'4�'�;i+i•S: •e•y,etf.Sr �! ll{tt ''I i` .ar S'' 1 .1 1 4 Ott 7 1' l5,i, f ''ii ,:7. 1, .�, �'. .�."d��'�"W`'i,.� •'v ,„� �gg r �e t.,,:r,"�, i 3 5 � .� !. Tt 41'.44 t' +14,(k',a„{r,� . '' i.: ,6.'•'l .s'w .P S n1. SY:r t ^,&` ,5S Y,in ,- i i / :il a<s�2�: ;»'k )»•k •. ✓ � ,yf s h F+ 'r :,'� lR ryes 'si`;. fl�lr it,'!, ✓ ` A .. "f . - '�}}+,,,,<„4 �, '��.+SSl4;�,( S'C ,�,�4d } .4, ,t,`y�,,� .� n.r�"� ��Y rtr ,,(� ;iv,'�iT” F 14iy„ � ,t �,'�'��;.�Y;., 3f•yyx .�•.;..:OA4��1..5'.S / .,¢:, a f ,,jj •Y3 kK 4,, ry ,,, ,?.,"5: h ` 'N' •.r. f.p , };yr,''YJ;” ",',..t'k'7:r.,Y12. }1k .S tr S. .,2 .;:," F 1l 1, t:,. t `3! ='y �.ie{ ,�711i t „�,,il :;i; 'f 'f:i1-rC<�.,at',i i.n Tut,i,,1�n 1;Pr� .1X x�. �'�S�Y, /,<j? F:',4 r i f � t d. .l`:3¢� f.� )rt;,.,.. "), t. del s `.3+ tq �"✓`.•s. .{,4, { iS. l',, ,, .�•,i'*ir�.•�t zs r4 .. JS'•''•'��,.•s', 054: 4 .�t r �,�• 4 .t ,t�, S � , "t / � .. i �'. "i .,,F .. �.Q 71gt�E�" ${ j°t:3t i,s,I � �•{i,.. i,.'t ' r . ,t ir, X ` x _ tf:d + .� ,, .;,g, a,r J,try• ;:iw {•F4'f} .. ?.i n�i4i+. �l Xi .5. .S ..i 1u�„ s4!ril . -n 1t4 ft 1 l 1 Yt y a . e 'fit �n,;[°fii�t!iv. 1i Lf• t7iFi y i �� ', -t s 5, -9?,i _ a..rr.� 'Al' e �� .^,""�,�''Tr"�i"i.(?�"�,. .+Ad�-�'t�' ,�t�t ttkk, i � �i f 4 �, .� n •Y" Y.!3M:St,.... ., , .''3: F'.,....;'./... ':"i fang' ', is r •ir5 !Y M1S,}.:..'..+ th�. . ... f�S'!to# a:..,......::l:us_ .. ,. «-�rr.hrSlx!'%''?irkp".'"L ':^•f. f`"..*•`#. ...,,tn,rr:.e;.iia.aa' dvv;k ?S �Z; _ r, ter !� r rf, I• -3y3� iN.4 �4.- J b..s, S.yi SSA ni' '' . k 'V cr ii ', r ' t x,VA x T .'i nr obtain training or education at their own initiative outside of worlung hours. The funding :; , x z for this plan is subject to the annual appropriation process an d to approval of the expenditure , r tr xi.; the de artment director and the city administrator. Only tuition may be �4`�., in advance by p .�r : reimbursed. Employees shall be responsible for all books and additional items required for .;• , , ¢ ' ':':. .a r, the class. No City funding will be provided for tuition costs covered by federal, state or other r e, *. .' financial sources. .All employees requesting financial aid under the tuition reimbursement :� ..' i'rf program must complete a request form and have it approved prior to attending the class. : r Failure to obtain.prior approval. will prevent any reimbursement from occurring. �� ,r ,y..�s JO .; is ;" .': Any employee receiving financial assistance through this program who fails to work ; ,�� i-A ,," for the City for at least six months following completion of any course shall reimburse the ( ,f 3� {,r, tl,'f 4' :WV r` ;,µ' City for the full amount of assistance received for the twelve months prior to termination of } ` the employee. t0..i 4' j v t. �r,. _.� ,)..N7•14.,,,,,,r z. Reimbursement under this program shall be at a level of 75% if course or training is r ;• �� i' ?rz;-�� directly related to the employees's current job and at a rate of 50% for all others. The city _t,h,,c , •; `;`,.! administrator's determination as to whether a course is related to an employee's job shall be }r ` rti Fh 0 • final. r..;=`,,: \ :: s,,,;,.?, While employees may select the provider of course services, reimbursement may be =5, 4;• '`' I ,, based on the lower cost of the organization providing the training or of the same or similar • ` • ; course available at Lincoln University or University a verified official trans c transcript indicating `> reimbursement being paid,the employee shall provide .• ' that a grade of C or better was obtained for all courses below the college graduate level and +: ' a grade of B or better in any college graduate courses for courses that are graded. If a course , . ' '' graded, a certificate or proof of completion shall be submitted. ;M��.i s0 is not gia ''`' r Section 15-9. Training 7`',• ` Any and all training required of an employee for performance of his job duties or • ''ri'• t;,,•r•�, __ enhancement of his performance of his job duties shall be paid by the City. Time spent in Pirt y``, ;obtaining the instruction and performing the requirements of the course shall be considered t ` hours worked. All training shall be approved in advance by the department directory c �v 1 i^b 1 ' x "� F Z e•: � • R l'u i ARTICLE 16. DISCIPLINARY + 1 ; i i 0:14;,:',,,yk 4• I y Y l+�val.a. X 1 Resignations. • ;`rte ' • • ,,;;3,,k,=:, Section 16-1. �y� �,;� r 'Sig, y ti,-,00,:.::.•...:. Y (a) Notice required• ' �' :� renting his �`�� `'=' Vii"'..±`.;a,2•:;a ' :,,','. Any employee who is in good standing may resign from the service by presenting �� ,,�`.. It. t4' resignation in writing as contained herein. Employees holding positions which are covered • • do t yy ', :£ %'; by the Fair Labor Standards Act must present such notice of resignation not ess an wo r , . a;• g< (2) weeks prior to the effective date. Employees holding positions which are exempt from ar ' ��.' .;;:' � �:02::, • , ,.1;t 4-, ',:,. t 0 w . coverage under the Fair • Labor Standards Act must present notice of resignation no ess than �� Y `'''w i four (4) weeks prior to the effective date. Such resignation may be withdrawn by the <+ r•_' i _.: November'1, 1994 � .:,• ' �y, i Sr.F,. . .. +, Sr ` +¢r ' r. T, � ' ',',,•;:;•.!-,;.,:':.• r • ' r0 0.2., 4 s, i 7. }}}+ fy 7 ti r.r t .r f s.. y tT,� C4"�•rt, } < t y : :) ' t L ,L , r4 x ±y 4 c0 r " r f t li , • ;51.4.10,--*: , • 4.4 ; „`{�, ky»r ,1a 4,1j� i N. ti s . ro-1y „17?',1 { `,' ` ' S d • •" r,t‘ ' [ ' '�4 . .} s "y . i ; ' A ' • tiv�.b• ' t• Irri•V"..k.•:: � it/ . :' . . pk tT "� . :10.7]��6 ,f ,> 'r ',1� . . ,. r. t t.3 3 #trr S l. .>l, F } t �� 1f +4 :!y � � :us s , kif;k: !S 's � -C :. „ 1, :it t rp t▪�i t � o' R• r Y'':'rrr p .{4 , Y t r ; t s . y '+' ? S ` 9, ��?$ i .7..filt 4 „. , � t 1. L 3 �- ,. yri, Gx . T�.f.r'li,' J'° l i•�v b: ,�h•: .p T '±( y :n7 1"a.' � ;} f �. 'Jt: G i a•�h.4 . .} n ' "r h,•kr ; ":�s4t S h r y r s. � :1-S .i { J;)' Y4, 1?Lig�4.3� •`• ;a l't 6 fY. 3 j4 ri :: � i x:„u ,v . f t ''`',+r � � e n :k s. 0 -,p : th � ;11 f a. ,: t C ,1. 4 ` 4 • ?: i:x+MkrrM ,.. ',,,P,',-,-•' . ' .. , w t 1 3 r :s i-, r''° ,. Ili r: ,0 ' a, 1. ��` a tz ;• t^:.xr 7 i� r {! sd {{ �§q 0I * ' � , . e+.� lrssabb4 . of a r<,FS.;c`'k "Ai. yt tip°r ! LL . x PK « te 7 S , re: { Z• • F t 4 i;�..i a A. `7 k .,_: employee at any time prior to the effective date with the a J3 `k V1,,, and department director. Department directors and city administrator Ji Jy : approval of the city administrator r ` a ; ( of resignation no less than sixty(60)days prior to the effective date. Such resignations notice k '� ;" W' be withdrawn by a department director or city administrator with the approval :Itt , ! i gnations may "u * pproval of the mayor { `"` -4~± .11- and city council. This section may be altered by a letter of understanding agreed to by the {', � + ' �. individual and the City, y r. ' �� Y.� z �91�l�y�y«v'A .. rt1x r ,"txt p 1? . vel (b) Failure to give notice. 'f'`��` °i "' aw` jr y r t` it ?i{ Any employee who fails to provide notice as set out in paragraph (a) shall be deemed 'J , to have relinquished all accrued vacation time and compensatory time and shall no longer ki4..),;ofcenol' r be eligible for any benefits related to payment ^ p yment or hours not worked including holiday pay. `0,?"1' ``i`' Such employees shall not be eligible for any compensation under the incentive program as , set out in Section 13-4. `' `'` I •.a 1i�i it r • Section 16.2. Termination. r " e,: is (a) Employment J.. ,af ''.''i,.. U yment Will. at ., An employee may be discharged °' ' 'I g at will. ,°' , l , (b) Predisciplinary Hearing. 1401111:' t ■ (1) In any case of a proposed personnel action which involves dismissal, ->} ' L,''`_ demotion, or suspension of a regular employee, a pledisciplinary ( •, demot hearing will be held by the department director as soon as ossible :;;' -� , ,.:": following his knowledge p a. .: , ,' Y, '� ge of the pending disciplinary action. If possible, ,„ .ii, •h 4� , the hearing should be held within one work day of his being informed "$`' ,; s`� "'` of the potential need for, discipline. No disciplinary action shall be ' ^ ;'r'�� F ' instituted until after the completion of the hearing. Predisciplinary c',4 hearings shall supplement, not replace, the normal grievance policy as :044,0\:',x� set forth in section 17.1. Y `� (2) The general procedure for a predisciplinary hearing shall be the i` +b. presentation of the action by the employee which is being considered as �� ,..H • grounds for dismissal, demotion, or suspension p n by the supervisor and 4:' 4 ' ,,. the o , �3i,,,14 i;1,: opportunity for the employee to respond to the allegations. This •"',`=kra, r '" shall not be a full administrative hearing, ,til ,,fk' g, p g, but rather a means 4, y1..» � department director to determine the Bans for the T r wti r„ validity of the allegations. 4 ? 4„,X'° r! gatlOnS. i�r�,�+ ,.�<'KY,�',�y��•dr,� "�`.,'.`' "'',;�::,; . ' } b x , 5."4 ,Z P':f . J(c) Cit y Administrator and Department Directors. ` `�,�'j. 4 , ” v t ..r ' ��;r� �' s(1) .If the city administrator or a de partment director dismissed tha t person e�r ',, '`: ...,- '` ` ,shall be given thirt y days written notice of the termination, thirty ) days .',> , L'�� f' ,E�� ,' -p ',�� 'severance pay,or a combination thereof equaling sixty 60)da days pensation, r„.I ti1.;r-,'. l„ ; = " '` . ' i'This section may be altered by a lett er of understanding agreed to by the k x individual and the city. { (2) If the reason for termination of the city administrator or a department director ,•,1,.,5f s,,,42 ,,, ;, :F�i,• is embezzlement, fraud, or dereliction of duties, the individual will not be ,; ? ' r Y rt4:�H ('• •�� S 1 y Il �t! ! 42 ,' 11jr I '•' November 1, 1994 I r`" ;: t ;,, r v ,r � 1, 7''= 1;:v`r r f i� p r'l t S1 ' tt rN . +Ff r ' °k'PI . Q' + t+W t J '1 647 `R•'}n ii..d j--'4'T X1' J pia''' Y.r� , 1 i, '1 � Y' ! . ,;.Alt`, :{ ., ..k s'At 1* r `7'q.2 i. 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'17,!'_,75 d ?pia f ‘,.,,,,r---!,-.4,1.',4.:41 ;,%,", t , •Y, j, k •l,r,,.0 j li y' 1 .;•;......,1,,: ,ri ,'c'i 1,1:. l i�y�,4r4:,4 t.,t 0:,: .q:1::::-•.:1 4 C 'J it ∎..,t.l :9� r{., 'a°,t'i.. .:..� :+I A 1, t,, Af�� ,��11 •y r '„J I. .L....,..,.:,» i r, . ..:,4P4V/f4 .'1,',4'•.,: 'x i-. t ,cr a ':c., S ud s x<..:., S Al..t...s,• 3 sr,.t3. �. '� k uu»_.... .�*. +rs»rs st 3Rkzwa .E dr''ate? 1:. -1 k-• r1 ti.y''. t e I _ ; : 1• .11' �t lt f, % k. s }ir°Mee • 4 ft)13A'',•5rtC 1 G:a .. dfi :i °3 ,, a ti ' eligible for the notice period or compensation set forth in the preceding .fir �'? i ,, paragraph. } ',.i. ° Section 16-3. Reduction in force; lay off. "_ �� '.:. A department director may separate any employee without prejudice because of lack ^ ' `' of funds or curtailment of work, after ivin ro er notice. However, no re lar full-time °'° � ', 9t '„ employee shall be separated from any department while there are probationary, part-time, ; X1'; #' ir' ?rtS ci 23 tf `'+ or temporary employees serving in the same class of positions in that department. An t, n, -4... rtl r z's I,r r `t`' appointing authority may, with the approval of the city administrator, appoint an employee -'' ;,•,•_ ;;_._ ' 4 ff . „ ' ,,; ,.t''. who is to be laid off to any existing vacancy in a lower class for which he is qualified. All y.*M'',-;14$rt j, 'i;2:-...! , other factors being equal, employees shall be laid off in reverse order of their total service } rk_ ' '• !:' ,..I with the city. The city will provide two weeks notice or equivalent compensation to persons �. :, +-,.''`!c' ,,,,�' being laid off and holding positions which are non-exempt under FLSA. For persons laid off tli , ; : `' ' and holding FLSA exempt positions, excluding department directors and city administrator, : r '' ck f the City will provide four weeks notice or equivalent compensation. +`' ' Section 16-4. Return of city property. ?}`e�'EAN t` r. 1 '� Jsy}lrrgx . '.•,:' 'z. All employees separating from the municipal service for any reason shall, prior to 'r, ,:,4' '` � f ' '; separation, return all city-owned property and equipment issued to the employee. Failure Y , , $,y ; to do so will result in the withholding of benefits otherwise due the employee. t ,'i' z', %>r; Section 16-5. Discipline. •:.!,-...''. 41. es, u4r. 1 It shall be the duty of all employees to maintain high standards of conduct, t , r�4 ; •'; .:{ 1 cooperation, efficiency, and economy in their work for the city. Department directors and , h}vxY ..r4,,, ' supervisors shall organize and direct the work of their units in a manner calculated to -i ` :',.'1,;7•;.v: achieve these objectives. L \VM.t i. Whenever conduct of an employee falls below a desirable standard, su ervisors shall ,Y, A� � , p supervisors }: , `'�` point out the deficiencies at the time they are observed. Corrections and suggestions should W,' ,y( 4. r ,t�)q k4 .. ;, be made in a constructive and helpful manner in an effort to elicit the cooperation and good �`1). k, , A• will of the employee. r., ` `f`''' reflects discredit upon the municipal service or is a direct hindrance tt{k4�; ?s s: 1.3,:9.,.: Y.'+�'! N { Any action which refle P '"ie;�,,,,'.- I to the effective performance of the municipal government functions shall be considered cause i°k`` s v' } for disciplinary action against any officer or employee to ee of the Cit of Jefferson. Circumstances ''k' �Tr` ':::: P Y Y .: constituting cause for disciplinary action are listed below, although charges may be based 4 3 ' '3.14 r ' , ,.j upon cause and complaints other than those listed. `,1 '° Y,;.'•;; (a) Any off duty conduct which impairs the employee's ability to do his job in a , satisfactory manner. ;'; (b) Adjudication of guilt of a felony or a misdemeanor involving a crime against . ' : .. .i;% persons or property. ` '' f 4• ;• ' tt - • { n l{' ' sst t , �' 43 November 1, 1994 } t`,1;;} ),, °fd ' ' , qtr 't'�ta .•:l`' ." '..d:ii.:t J.{.t t�r•sj.}•".�,•*.',,e l.�.. ;.. .t 1.,.•t.,/.' r..1.. 1" .."'^" . •"p�-;'x f Vt3 Ij 13 g:1 +,(t.r 4 3•tJ ii�t , r ' i+. s r , T a r,-- ...s"3.,k i ...M Yri$ h N.131,3 ".3V0,44 ub - ; Ib` ;-; 1 ' r rf t� ry ' ` 1 y . . ; u i s ' -` Cz ` ?; T' Ai t• f k "t 1 ' {•!,',''''3-',.;,:` { ,44- x YVi ;51 , l'0' '7 r rf ,, • { ; f , / ` 72 l ./,Al` } ` 44 yit t i 0' `°li,,.,�,' tt Y• y.r' r, ! l r C_ t srh. , S . l iY.A tE' '� n j. , � r i l J } • , „„. tl:amfY �:4 { � 4 . t:' µ f 7;L r : :a .i {, ', : r "}(t t 'S 5 5:.•I!' q'' 4 1«f . v uS $�" Y� y1 c , r t • � � ' ' , i , „� . .,*0.4 ^�a� { ':'S 1 r ` h?f a ;T. J � S 1 I' ,t . i } :; J t ..,„,:,..,„,,,i,,,,,1� t { ll } •f v ,:t P i:. 1,0; ikk,,, }kCq � . ;t r E • t t t 6 ��^ 1 I� 1 r r iri , . s, t yr3,fi� 1 f''Ali ,■i } i. I k,r � ( h M k fit s,.:$'�..t 1t.:l `Tt��ts'n t tuv . !,-'),,:':1:.,,, i � � t f•. 1 i.' ti.4?4 i:t 1, ',• iiifiT {< § !yy^ }c,,t0g:14 fitT 'Y' 0t { t q 6t J$` �. /., 4, +,.°}S . .;l xf.xgtViH, ,: Y 7, � yt. ;} , r , t t r G f {4 y ,0„ l t {;6Y ( 1 ! Ufr1 (:•,',,,..,, r 1 ' . 1 d ...aP f' s t y Y5 S1.'; .7),IV.: ,, • ,. . tT ,', . ,,, } i.' Gfri 6 'bV '>h ft .t d{r�' { (1'..+ -,� ,47' 5 ..4 441 . t4 u2,xr silt, iY .,.,k. . .1,': `4'4x,b;Tr,"4i.("r�,A+Y' Y S- f' L' L. - y. f':{7S '' r { t.,, mil. { k , `fir .£ ,s�,Y.i,o, i.,,�'ar.•, .t .r d,`>t ;.n t f .., 'I.'..., [unw;;,,r r SIt 1..f t.:.. 3 ..R ,,,,n.t.E•rt:.r a; r ;y,k ,.t,,, ;d<.t..'a,,.r .( : `,6� t. :ijk'44- "1' !.4 .of ,.., ,,.. , t4� s' 4 siF'. aF.o.tr Pa. :a,:r '.?ttit" y+... .i. C :a r r' ,"t, '�,.... yam. r .4j' 7 ,s ..+�G, .ti11� ,Si,,t4. .j'."r �.<' ;I�S't3.,1�G,. "ax+�1. �fik '1` »r° ?S'` {.: „MfM.;=ri1 t ,•�, Ia�rF .1,> ':.EF E� 5S:•' '' 14 3 1 i Cr+.t„r.'.P...t k.4• ,, t,''et r h "4:•'-,,f4;;4.i 4. t. + 4 f," it A 'b''k�µ ;1 , ,':e�4 i•.r,.J�r�rzr•�r„k�r a�f 2'�'t %' rr !• .•7 .i � . { .- � 1 ��' r� q;,;.):','.tt+i r t T , :r t;>yEt,1 'ifp,4 . .6 �` a..`v,1)' 4.?,''.s_t.',1.:2,.... . ix^l` ,F M�2�W';.� r.?2.:• j, n .,y ,,r i` t .3. i t : 't +.. r _,'• r rki�. 1c;,.rc�a:,�n t:;'.4r.w ,tiati"n't`u' .arr' ?liar'GAh:T, . 1, t s .1 %,,40,,-`, ,,I: r 4; 'r i, 1. >;5a 7 •s 2 y , " (c) Two or more convictions during a three year period of misdemeanors and/or traffic 7 t; 1 charges. , ., - i It a4�" f i ,, (d) Intoxication or the consumption of intoxicating beverages or illegal drugs while on duty or while on city property. ' r s yf j1 .r " ,,'..r A (e) Abusive or improper treatment to a person in custody. ;;ts, r r zr e t ' P� u SStiri$ t is 4;r. ' , ,'w., (0 Offensive conduct or language toward the public or toward City officers or ,-1,tt e.`' ' t i,-� � employees. 0? , : ,.a.t,:;.,,,,, (g) Falsification of employment application or other City records, or the altering or ;'' * , 1 ,i'"01, t: falsifying of time cards, work records, or job records. ^ ;{ i k r q,,, t'i xJ ' 3 (h) Incompetence or inability to perform the duties required. .'' i'' .{�,,� i (i) Intentional damage or negligence in the care and handling of City property. ;-+ '4' (j) Violation of any official regulation or direction made or given by his superior,where -� ` r such violation or failure to obey amounted to an act of insubordination or a serious breach �" ' .of proper discipline, or resulted, or might reasonably have been expected to result, in loss or .` " s : . injury to the City or to the public. . t k 'r (k) Commission or omissions of acts unbecoming an incumbent of,the particular office L1; , � r ,T or position held which render his reprimand, suspension, demotion, or discharge necessary r it , ; �s .I : or desirable for the economical or efficient conduct of the business of the City or for the best `' . interest of the municipal government. r 4'r ,.. . , t A ":';c1; ,_z (1) Violation of any of the provisions of the ordinances or any administrative regulation S; ` of the City. r. ' (m) Inducing or attempting to induce any officer or employee in the municipal service • it +r `'p , to commit an illegal act, to act in violation of any lawful and reasonable departmental or yi official regulation or order, or to participate therein. , r' `U^y r ti 10' ? -k� t , ' i.:1 (n) Solicitation or receipt in whole or in part from any person of any fee, gift, or other s ; r. '" valuable thing that is ,a ::;':; g given in the hope or expectation of receiving a favor or better treatment , f;` than that accorded other persons. -;,?.1.t,,,,.....t '+ , , { (o) Use or attempted use of political influence or bribery to secure advantage in an a �„, ' _. ? examination, promotion, or wage increase. : • (p) Recurring failure to pay just debts due or owing,including taxes, licenses, or fines J„�:f;.';:�_ due the city, or failure to make reasonable provision for the future payment ”`'1,0,-S ` "� p p yment of such debts, K,., ,-;� thereby causing annoyance to the City, his superiors, embarrassment to the City, his i : Y i ;;'4 .,,r>, I. supervisors, or embarrassment to the service. 4;y, ,, ,,,; , (`-', •,;, •*,•,,,. . •I,'.•'.' '+';',''' .%-;•4 44 November 1, 1994 ;:;:s;:'.F;c,, if 7f,t ;.- V.yj } iI'12 I*li t ` �1ei et}r'�`tif,.b y' d,u y ti,4„ IA '',WAWA; ""''.'7",''�". ^;Fr... 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' '' ,4.r .: 7 t. / g+. t ',,.. ,�. .. ,9a i �,•.r .�',.ry f ' t r , J q. r.� : c ,} z t r°+ ,1 t;' ).y f' A 4YYY' hr J ✓. ti rlh,"P2+,',P ' ilt 5s{ s}'S 4.7t t i :.t, �� i t, t: t 't 'ft ♦ ': ,'.v' r tn•.. w,s' %'a '" .. 'sid+wlYa.FUVia.�4'i.-luraairX+ r 7Y4 , , S d y sift r r � �y�rCTx 4y S`ir r Yr�ttt' ,,,ii ty cry{e!�ay.�'.i(:` ,,... (q) Absence from duty,without leave, contrary to these rules, or failure to report after ,Y S, �;t^ ` leave of absence has expired or after such leave of absence has been disapproved or revoked 3 r �,� i+ 7 °tka} c.: 6: and canceled by the proper authority. r, �� 'r�P.b .y � , i (r) Unauthorized use of City vehicles, tools, equipment, manpower, or materials for 5=f,z t n f . t t..i 'AC 4.43•4„ d,3 >a. ` :_, personal benefit. Any authorized use must be clearly approved by the appropriate supervisor. ;rr:,,h' �,, kr ug �,niK:1:;73"ti,• yr'r' (s) Excessive use of City telephones for the conduct of personal business during • ,{,;.%:.,„ ?.s ,/..,.n ;; working hours or for unauthorized long distance calls. F Y. ":f" (t) Abuse of sick leave privileges. r. f' t :,; q J •) t f.;is (u) Failure to properly report accidents or personal injuries. ' 1T� e t' i, � rn. y �.t. r.if1 I (v) Failure to maintain a satisfactory attendance record. rt l', „ , `1 (w) Failure to report wrongdoings of other City employees. :f �F;'' :'.1 (x) Failure to maintain any license or certification if possession of such a license or , . . J'r certification is a condition of employment. (y) Any other violations of these rules and regulations. ,:x;1.1':n s;k �d: SSC'tt *'A..'A- ,1,`.. . :,.•: Section 16.6. Disciplinary actions defined. '` `. t ,., °t, #1 ��)` h k Disciplinary actions shall normally follow the sequence set forth below unless the seriousness of the offense dictates otherwise. '"`y- : 1 (a) Oral reprimand. An employee shall receive an oral reprimand for the first minor - �. r• disciplinary offense. This action is normally taken by the employee's supervisor. }rf l':'. ,, t-',,,z (b) Written reprimand. A written reprimand shall be transmitted through the •1 : x t ,` appropriate department director to the employee and the city administrator and shall state 6'1, , , } the specific actions leading to the reprimand..This action is normally taken by the employee's ,;tt-. , ` `` `4. ,;,�.:.., supervisor. t4�'. ,t "•' y' t Jr�a (c) Suspension. Suspension is the temporary removal from duty status without pay 'I,tx�,'i 4, ,.- r } of an employee for a specified or indefinite period. Suspension shall be approved by the ! department director and reviewed by the city counselor and city administrator prior to 4.44,41,:::,, completion of the action. " ` .,1 i y .5 (1) An employee may be suspended for an indefinite period when the department .0��J,. ,.;e 6: director determines such action is necessary and in the best interests of the ,ti:41 1� , z., •i.'• t city in cases where an employee i s charged and awaiting trial for a criminal �,V `1',A}'i; offense involving matters apparently prejudicial to the reputation of the City. .. r.4.;• t.. �t. f, '< � ` November 1, 1994 ! ..��1, • ., u, Novembe }r t�;t�, 45 a-' 4,1,`f 4 ti rt;,``k,tf.1i. . gg,, .Syt �1,.'....v:J, • ...�. � � .:fir a.�4 r', 1 ' ''.' 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'i'd,;.:�k t 4 i5 44,0. £r {.{1't 11.A:lt k r '.4 4,,,,,•,.1 td . ' I .k ?J ,M1,! 7 f 4 b' i ,'vt;1.`.t•.: t; E„ . r• rr1 a i rs .:'%Y 4y.: � ::Mc.t r,J.S: , t{.@,i <Fi'...1 t t if.t +. +1 t 'V 3 ,4 Y'r": +r t` 1T1. "i • �"•t t �1;v t C k i '4'�t f.F�tA.s, v,t ,M3 I " t.' '. ,, .* "�, . r ' ? , .. °i , .S at. r't, :r't, >�� i�ksk G' ',�•rR ' s4 ��,.,t( °at .ai c 2t:s,3+ .•; . :w •1` ;5 9);J ... • ' ;ET Y . � .� at'• ,T .X. `•P, r-r, {n. r,,----7; `--� ;77777' _ - ,;:- S .taV ;u'h .`' sr': - v 9tt y' r;t y ,, ,, r.3. }: ;,; rr's'. r , { .. {.. .,r• 97'. 1 4 Y f+� r ,9t r d, >'Y't . t. t ) t x- x 1 :i .h- .,;4'2 � ,. . t �,,.lyk,. '7":�' {,iy�„t:.�, i . 7 'u6 !r .�R� t + r + r; v s°ct i 4�ii.`•.t•y1:r,t 3 '4'l:1..4P� �i),,y�'1�- �t � t .1 . J�t:��'� S Er„5r' r wi Y:_ v rV i; S ;,n.t g;{14%-.: ) o i. ,, r.c :u:i, is .-,:m r' .h3-. d,}, .,A + g;C7` ,,sz : , l.' y. ,,, {. a y Yt. ), �"F .��x� ,-kF�'n..�:,. �r.£ r •�;. j. ':i'r�.l rr. } y t ,'l;��:5 ,ti� '{'i.1. ,>� s i;i3�t x•�pr., :.r 'r; i, xc ,i•,,<t s:,i 7 6a 't i '.} t - r 'G r ,r` t , ft i < i,',, .>rr€.7# E,,, .,, t , ,., °u 4-�n`.,�t�e '' '4,'�`.,.s", ir.,{xI" (,rr Cit{ r 'c'. 'Pt z Y.- rr' 1 R 7 .d dt:,.. 0�'iii , ,., fi. r' ,. .. 4.,y-,.,tt f'3't .° )r rr. .;y 1 r, d 1"k t r. t�`f: • l u ;,Shit t 9,r'F,, '..+C�p', Oar t a h'■�'p .k 't r: ..dMn6 .lG:er_',t, �.: �R 1.4 d:s :i.$.:s�.'t�a�[-'', � :t�Y', y :K.'r z„ ° i. �f,.� ors'fir, .. ,' ' ,t,s, 'o f :4,',',, 'rr yr NI' u1J Zt ? .4efi a#"'r: k' ..4' " (2) When an employee has acted or is alleged to have acted in a manner which k ..f x�2 .r5 ,, sue, ,, ro would be cause for dismissal, the employee may be suspended while such tt<<, charges are investigated. }' `°�.(�f " "., rtY � y'H¢ar;f 1 : (3) Whenever an employee is suspended pending trial or investigative outcomes ?''--1:�:>:-' - ." 1 A and is subseauently exonerated, the employee shall be reinstated without loss ..,..'- ..` .; - �''1 of pay or benefits. t ' `3 ':" ; (4) An employee may be suspended for a definite period of time for specific cause. p. ,,;,,.,, , ) 4 A hearing is required prior to the approval of a suspension. �{ )I'lro'r ,., z` a�;t , . (d) Demotion. An employee may be moved to a position in a class with a lower , : ,:. .:. z F : its;,:, � ' maximum salary rate for serious misconduct. Demotion shall be approved by the department `. 11,• s, . director and reviewed by the city counselor and city administrator prior to completion of the G P.4 rls.` '• j:�, 'n ,1 41,,,It,i x`,11 ,: action. A hearing is required prior to the approval of a demotion. '"i4 ,, wi s' (e) Dismissal. Discharge of a regular employee should be recommended in cases involving recurring disciplinary offenses or a single offense involving a serious breach of .,:; '' discipline. Dismissal shall be approved by the department director and reviewed by the city 4,444 V.; counselor and city administrator prior to completion of the action. A hearing is required prior q. ', to the approval if a dismissal. Y • ; 1 (f) Referral. At any step of the disciplinary process the employees supervisor may r, , refer the employee to the Employee Assistance Program(EAP)and/or Family Mental Health 4w ,. , „ 5 lz ri Clinic if in the supervisor's judgment such a referral may be of assistance to the employee. ' k,< <�'�- '. ,s,; §• i "�ri1 ° (g) Personnel file. Documentation of all disciplinary actions will be placed in the . .r)y;x: ,.!f r employees personnel file. . '; ;. £._; Section 16-7. Retirement. s <sj• , 9• ,: , ,r,.4,•.:"Vt.rte ' All full-time employees are eligible for retirement benefits at age and length of service , 'r'=}," '' requirements specified by the retirement plan in which they are enrolled. Notice of v..,,'; s- E F . ' retirement shall be in the same manner as for resignations, Section 16-1. {nzA,,,4'.,..4,,,„ 1 Section 16-8. Honoring of retirees ` '• f.• ' A retirement award will be presented to each person retiring from the service of the s� i,. .1 , , �',,' $ City. This award may be a plaque highlighting the years of service, an engraved watch, or ,�.r .E'..k. %rJ other comparable award. The award can be presented at either a noon luncheon or evening banquet, and, when feasible, the ceremonies will cover persons retiring at the same general WZi, . ;`;_ F n,,.,. r :f time Awards will be presented by the respective department directors, or the mayor, as 5r > ;+ • applicable. A total of $200 per retiree may be spent. Each retiree may invite family and n } { friends to a total of twelve ' guests, including himself. Other fellow employees not included in the honoree's invited guest list and city officials will be invited to attend at their own ,_ t expense. ,:',..1:::,:',11';`,.."'.14",..::' ai, e:h, ,a ; 46 November 1, 1994 r.` ,' t.'-' } t Y� 1, Ms( f v fx niiq,tSiit t1:1.,:t.1,-,--,, t,..5, 4 ,: .t rit FR,'' . ;',ttx r re,,a;f4 ,t' ,>4 r' i`' 't r .�;:f,« t +.•, a t S:�f :,Pr' 'M:vt' s t i a , t`'ts,, t:n .,i".4,'. 4.,••, , .1,, ..!€7 ixX; . 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' 'tIr :. v Kr Fr.*. x '�r• W.,: 4 ,Y�R..: ➢;` ,t v .�;'It•�.f,Y. f, +� a; ;�� 1. �t, `� ,r., tt � l 3f xe. .'�a.., ,t��'r,�`„�' `�� ,� pp� ti � {.r,7 � �:r...�'e 4. { ',ir'"o;}{...,L L r ,i .,�:."�1._ ,. �,,. �. x•'"l., �'y 1, � Y,}r r i i tee. .rt;` ,,..t. .,•Fi.;,x i';,•t.v ,.� bs:t os� r,i, ,!'... .t.€" a r;a...j � ,_c, ,r�,n �, _,}r^.�ky�lx��.,^,"'x� Ma;' 1. �. .�5v7�z'z pl xf �. .K), S:.•'. d ut;r•;.•. •i� + ,ii�,.�,?. .3.1r f:.,•'�'p.. r �.� r�ri4�fi7r1�:,f•thnts.p,.�,h; 1}Y.1 ` ...ts.ct'� �i. �5:,�:1�'.+ ,a.jr..5 I t:' ^:�GI...�p t'L. '}.f: e.r�.!'L�. ry:....,, .r • t :Yr;s;. :.14 ,Yv.'.� '',h�,,t9 T Y1 - ..! `�Y':.I t,{ .\% ,,:',r., .): , 3�:5• jc Ni' h+i�'i%�l' r'�,A,..t: � i're 4 .}.y,tt,111D' .N,1. . ,.1. T t L •�i•• .r� :�•.kij`'• :?+,J:t' `'g3, 1 i. ��',��t.7 L.. �r{,t f;'tT' .)1 r�r Y.1 l:"t 4 .9 .� ..:�,I.,✓<l '�7'.r •� �rid” ^^�i t,�14,+�+,F., ��?Vt? r 1'! .",' .� D `, t s ."`-1 i� w:,i�: q..� f �° t ,r ,c •'% 3•.!� ,+r .t~:,�.;r� ��r7rr,;r,, f(.r;e�...;�:%t.;� ^�u t,',3 t,o �. :t. v1C�!;�t h � w :t , r ' ,,5r i;;kiVe4Y.f 4' 7 , "` >}�.t.tv,f ,4.,.x 4.4,rt.er r, r,,l` :1,., .' ,4 ,fE�i +•I, ,,,,( ' c,'..,,,'ti.�t2..,.,14"pt vr..,z, , 4• l ,, ;, Z; +, Ft� 1 �'?l:t;rt ro,{ `ti:'!'ff. .� �•' .�lf�l� '..� r, 5tt4• tf(�Li ,.,i'. :4 `,�-Yii i„• oa� 5yi'�'.�'., r 4't•�Fi`itt.s r,,,}.�v�.,l �.: 'rf,S jr?S r t, �n�,t tt .. k ,,s �. 4 d, 5 . x fix? 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'C t xt t7�: ,tu fttt.4 3y ,�{,.,.. ,fr "y�''fyf J(-� •:"f ' ;.r 7 r' v '' d�, .'�+''T.{� ,:,.fsW..�tt F}•'i f1ny'. t ,e)) `i •, +'i 7.xK. .;� 1;Y •C�?.1� ? {:. ,�i. 7rr!is+S" t•M,d i�6 1 i .J• 1 ?�`r .,t S'i 1 A ,*ti'7,, 0. ,+'t,{5y .,...5,. tr.s q „ 1'''.:,' � 'a vlbd li r 4kir :.'Pty?xri:«IAA"- ,i'0,1 ;, i'' n •+ •;::L,^3., t ,t,a tEr•,_ Cr""4.°411'. , '1 :n!',`1 r' ,..:4'.11:" {: •;t ,.•,a 4'43q, , + 4 i 4 'v,i. 4`t . '0.r]i t'f'C.f ".?5;; ,. ,! I., ,{ Fdtnt 6:&;'A',':.19 5 •dtn,:'`, -;, � �,�° 'c.7*r r•1�5t,•4✓:;zt i eyr,fi.�t.'t .,.5' (n:+ �r�:�i y'in'1} 'r ,#r:•i3.`�r... .t"�'.i; 4 v`�,�`}�' r ,rW "> ao, ,�;Yk a.,, �� ,. Y.Sw ..ytt ql t, ks, r.s '' '' "S',..{t ''' ,,, y t ('iS,YS:''r '''`r4i s' 1'0' 't; rl, 3 ;r bri.. '' t 11` kr}''4,;''''' ',;,.c4+;t rJ ,!3 • 1• •, .,•., ,"'' •T. r Z =: d ,_'= Y pr 1 rt,: r p .r.. _ k .�rc,",tsr �" ,� •.�, {,. t , fit.' �i ; .n t yy z ‹d t t, . �; k`. ii,,, ' K ..`t 441,.r.!r,,4.��iv � 4th i F ' < Y,. 'te r,. r 1 _ A i.??7�t�f'r. t 4ayit444^' a+ • �x h h�1 to j i z r y a: 3d. t ,r ;:, h iJa '�. : 1 n ,41:...,.4 r . 4� a.k4 .k 1 ,ti4� f.:.1. , l{ l`7blAp.'a 5 ri,x l 9 .;sy ��`hiK.�' 0v h 4't P� »l� r� O:C }JN3!!C✓-312 TxN t«cu+w.:..__._ ..!.......: .rni,r±••kkr7atAS4 V ''i► .. , r t ,.,�f.O L„ r• Ili: ,': S »te�t 5�. ':',.',1'.',';; : 4� { t 4 ' .x ARTICLE 1.7. APPEALS AND GRIEVANCES "+ 3; Section 17 I. Grievance policy. .' + It shall be the policy of the City of Jefferson to give individual employees an Y>;I x opportunity to discuss their grievances with their supervisors in order to find mutually satisfactory solutions as rapidly as possible. In the preparation of grievances at any ,s ; supervisory level, employees are assured of freedom from restraint, interference, le , r;: '.F:; discrimination, or reprisal. Appeals of disciplinary actions shall begin with the second step 1.y' ,:�((, 1xt ,v6 7L 7.1e.1 IS,r t{ AJ ` y f "� of the grievance procedure as set forth below, and shall be in the form of a written grievance , .2,tS + , _, F ;-I report. If. an employee has access to more than one grievance process, the employee must ., ,:;i choose which process to pursue at the beginning of the grievance and may only utilize one ; =.11i ^yip 111,',,,A.,:-.,,..‘;,2',.;41.,,,y i �. ;J �. te �.,�� •r,. 7+ process. {y?+,; b ,� ji (a) Representation. An employee may be accompanied by any person of his own ,,r,�per` f,, choosing in the presentation of his grievance as his representative. ;gy (b) Grievance procedure. .f,a ,. yf ;, (1) Oral report. An employee who has a grievance shall first present his grievance ,1,,,,,,,,.,,,,..,x,:t '`+ to his immediate supervisor within three (3) working days of the action or t', j u ', incident in question. If the grievance is against the immediate supervisor, the ft =�?z t" employee may report it to the next level of supervision as outlined in number ,,r>�i •aiiiii, 3 below, within five (5) working days of the incident. ' v �' i (2) Written report. If the oral grievance presentation fails to settle the grievance. '*,:,"m(-1:".5.. the employee may within six (6) working days submit a written grievance ; f„z i"::' ! . . '` report of the action or incident in question to his immediate supervisor. {. ;' Within three (3) working days after receiving such grievance; the immediate .,;30 ... supervisor shall furnish the employee with a written reply to the grievance. ' ,N 3” F p : u J ,, ;Y.'', grievance is not r,s`Zt ' ''• (3) Appeal to department director. If the written reply to the gri *,-e:, ;i)3=,,• ,' satisfactory,the employee may,within five(5)working days after receiving the ro :i,, , jv y ' ::c<, reply,submit an appeal in writing to his department director. The department ``Z;;; director shall confer with the a grieved employee and or his authorized t i f;1 representative before rendering a decision. Such decision shall be reduced 5 i, a `'...;'1::.-: writing and shall be delivered to the a grieved employee within five (5) :',1:10i3, , :`: `'>'' working days of the date on which the appeal was received by the department k :,011,.'.......':.;:? *,,,,'..,"e.;__; ; director. 04.N;.:. AA (4) Appeal to city administrator. If the appeal to the department director fails to .44-01'""; '.� .<..w;;�, resolve the grievance,the employee may,within five(5)working days o receipt �,t;� �a...`1�;: ` ` of the decision on the grievance, submit an appeal in writing to the city rit,,.,, .::.. _ .i„y , administrator or parks and recreation director for parks and recreation , ., ,�; `' employees. Within fifteen (15) working days of the receipt of such an appeal, ° ` • f, '. c : shall hear matters pertinent to the ' i,,,, the city administrator or his representatives al 's . d h'y r:,',."4r-;::-,. Fi 47 November 1, 1994 }t_:.?,1{`"flit '' :, l, t r i'{ .;4V• V, ` t �� :. x !,'" ",*""',..:,:.:,,,,,5...'':,,..-,7,-,;,';;;:',;•1 71 , 't r , '.M.37.1,...1.-7,77.7.7,77,77,77.7: + ' : e �k " Xu . - " : a - 5+ S �it ESt3�1 .041,,,:;,• { • Y ;r . � s.4f � Q , i k211, t 4 'c i:: . / 's i ' t } '+t t + ' ca I CI + 1 M ' + ..t , a r t ¢ ° t j .i h i t , l. s'.,,,v . fik . • ' . !& . Cy rkt s• .t 5 .s!',1� t afr. , �;g i ,k it.: °` {. , i ir r• , '} ". .f it AOP' i:i y } F �t�9 .ry, '/. f ,:, ,,'"Pl {1 FS. i i' ' I ' � 1.v . ,.y. f>i? fr f h b 7{, ''< yk ..D •.t W Y w`tk,.4,1`e,-,1' ,t...t,�� s.�+•� 't `?�s�r,Y"''.��, i;�r .4;r.r� r R .,.4«s•Mi'a tip'!•",t j :,tr•� i 4 v.y,rty�!�3'�` f't'1't !�J2•'; i...>< ".f; r .�` '4N' it� ,.n ,.'u .f �u t; �++r "4H i,�; e�• ^N� r trek. r }. :4 t44 t . '7a ";+ +r n!r.,',,1!6. ' i' :4- a - , x,{ .t, -f�i,;w e l'S 1. : t * „i'1 t,.:,,: ,`1. •a, e7Yr 6 4,1, � ,,a51,. 'i q .-y.et sf. 1s Xs"3,Y 1,,Ja y' Z-'-,- .t::t,.,t,,, ,�'it' •.i-`" .'t.*y ''',ks,r7 .t . st-i'.'J {4'•. C 4 b8�t. 4.,. A t ,-... LY„4"i� ,.± ' >,•4, +4 ..,tt.....:''. • .t,',> .x.5 Jr, 7t,.,,, „ti ...#:>,;,,,.7.*ri sc?t•„7�..r .§:t:a ,>i' .tr.. t�i'.. l}•4. 1: r j�::_ ,,mss�'�t,;.r�r a r4 .y x'[ � + T C S: �:f<'� "�`t.'•u.�x.':: �'w,fiy �. is}r�t, >:,,,�., f� �'�r`F ; .� '�, a �r ;t ,.`t,r 0.,,,j,�iu,,,*),' }�,,,,,t�,,x0'` t r' t$t;s tq .a 2 4 i' !,. tx't,, a t$ x �. E ,,, %t 73` .!r , 1 t. t.%,,A:r,4 ,k.r.`t",,,,,,,O,,,-. A.`;9 .,"th.1,6. S,..? *{r . � •s ., ^',• ,, - .., �.:,<: r , ., (1,,z-...41b`,;•0. ., jgr rt� 1 M i'� t. r L aa,! + r t`•.t ,� f') . stt•, t ��' ° r';d ,, "vii,•r 'tY a}�,,. I •r , ; i#tt * ., II-a grievance. The decision of the city administrator shall be final and no further �"t`F` t ; tY't. r trF;ri.a�e. `'r right of appeal shall be provided employees The city administrator shall F;, 1t'•= :3:>r> ,. ,p' r, M" forward one copy of the course of action he intends to follow to the employee concerned and to the department director. :t- x;, 1. I (c) Classification grievances. All grievances pertaining to the classification of an a>? employee shall be made in writing to the city administrator through the department director. ;'t :-';,.;''s` ,h. The decision of the city administrator shall be final in all matters of classification, and the '! '; 1� employee shall not have further right of appeal. ` + Y (d) Compensation grievances. The pay range established for a given class of work ,,;4A4=1s !;t I` shall not be subject of the grievance rocedure. ,a 4:;,55‘°�`' J gr' Pr , Y: , (e) Termination appeals. All appeals of terminations shall be made to the city •,,,, Wit:. A t,-.614�'' administrator within five working days of the effective date of the termination. - ' Fkiilgyir = Section 17-2. Conduct of investigation. 4-,, `"t ea''' r; ',,;y. In connection with the review of a grievance, appeal, or for any other purpose ��yy,,i.,4� ,.°' necessary to determine the adherence to any provision of these rules, the city administrator a1• b4{�' may conduct such investigation involving the production of records or reports by a municipal >Kli�. t.',+ department. k,q,..k4M '•, 4i' 'L`• P"t'=rf''''.'34 Section 17-3. Police. r`�;;.. '- ;x;`'' • .•'x'1 4± y�tr i;T `'�Y�:�4Y,: The grievance procedure for all members of the police department shall be conducted 1 1k4„K l;? t in accordance with rules and regulations of the police personnel board. `" "`.`' ' `' .' �y 577.'`l4:�3'`�r I ..,,,,,,,,,,,..,.:4, w; krtv.,._n ,yc::lr. rf •,fir .�l..r�d tiff��SYi��'.:: ..t.f.11.-, } dCI� ARTICLE 18. RECORDS AND REPORTS "`} ,,i },� .kr •• ...rot'4, yrt,V,./.:tt i1. Section 18-1. Personnel records. "`.G,;,,•,'rn'i1',iry 11r S 1 "'1 The city administrator shall designate a central repository for all such personnel files .`. j. ;n and records as he deems necessary. • 2 , }t . t, Section 18-2. Service register. `''',. `:.r.0,j:.n9•# } ' I i sd aQ The city administrator shall cause to be maintained a service register of all employees , F: `,,... `,:; w in the municipal service identifying for each the class title. The departmental assignment, • salary rate, dates of employment, employment history, and such other data as he deems appropriate. '? `... Ys. I , . ts. yt 48 November 1, 1994 . 4 �tX f r 7,1,4/}i t; ,',IS r:;Ay,r. x jrt t !• a t''` a ii .,�. '' 1. .yt�b w r,t¢t!'• ,,t, tvx ,+,. y t, Y;.4 t.: .,:L•T ;.r; rr .r�i' t -; ?. .',I s;,I, ,f,4 d vr.,"t{ •'".d Ir; p •r P "+r r 'a`' t '"4\Izt�.-.k F�.Fitt=;P.+t" r t.S r,1 ! s 1 t .11;:,:l''''„',',', F t it f t,tr ' t+ . .".'1t�Shrrx,xx i,�'t,.�))•,yw�'" �p � '10:,434:A'9'� �d.' 4� .� �!� 7 �w rF�i Yraf'C!e''�1� r'� rtJ ,{2 to ej ,. ;' e l:.)i.i•;>�`.4Lfit •y`.;kgi,! t i'4tr P r, t Y�i} 1 s <�" t?'!s 'F,:{ .I rk %! f t ;• f , i, r 1 � � ,>r s��'•�' <.:ti:•. ..��t'2 t,kli',n�i .Jt t� +'p. -rC }iT;j� A�.ip,�^ >_�'�f t J t. , x n} r ,.. ,,., .�,:.,, ..rf..,x.t. ,,t ,,t';1 t;4^`1•�frg j ,4`?t` _ Y .t� b'' ,, 3� xgv�a+:5yv ..: ,V, '1i;.1':,':E ,f .r.< j i t1t1 :<3r� •.rti. lt.�y .k- a`1' i 7, '�r N' T 45;5; +e? i� ,.. 5....A;.h .Tir x � .4•} �{n..;r.+;;:/. .)4�W,F'�tit'��5�tiw.zti++T<:ti.:.ikn>� n t4 d`� f3 g �"I 4j,.�t;f'.n u r� J _ i > 3. } 2!r. `' ,trstt. { ,r+ „}. '-r .t'or;v4.;:r ,t ,,`:e." k st{('�lS �r ,�sy5. t.•�,}, t t r i•.i1t' }'.U! r 7.{i'• >4••e•t t t.1:,4;::::. { .. 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' 4.�" a•r�T 4;y�,,� _Jtir, w�i';`S:4 ,Y.�Ste f j'.k ,i ,'t �.t.'b r Y 2 e +{ I+E; �t ;4' ,4 k `t!• } Y' •1 i f .ts•10.11 t 7�.7 ! } i t . t,.; f r� i�'.;Z a. i,*n'�??�`v�' s,.ti�a,�l{,r�tyy t +"•' ;v"G. r. .f�s.J �„a j}'e r t .V��` 9 �� d` �.t.�::�n�t:�'.ik.1 r ata'f..4�r�;'. ..:3,' •,"':� t t i• i y z :.t,r ark"" r T,4,1;e't kkk s t�" F '.� n gi§ yltfi• t $i r:,4.�t•s,;k•y�'• S t! tx,�! .r�Y t•:Yf U 'titi`� i „"Jr YC `'+.,jry{ �, it>�'ya ' ��! F / i7 t } ., : s ,.��+.j' .'.'i;- ev$+r '� ,�' ' Yi'S .''�t, �, zi' �'k,'�', a' ty,yT,�� i:<Y,�' ��c .a c"''41Y.) -'11t: f:! } y 4tt't.•''F4'1 �41• i,,ff ft�, ..1, e5,4:1• tq`t gs (4 t.. ;t'fir 1<"V.liit-1r:r.P•� s •o t r:e !',.{.)i .t . + ,,'r, ��i.!'tj°�'•�',tr`t�r.r,; t . .� j"'^g%Tt•,S�e.�,.pr.#(yttyY (.Y!�� .j�ll .Y'.p,� �t�{�e'� ♦. r 1,• r'y` ',V. f R ,h��..�.E''�ty#�1, nl�.i,;;. 't ra��d,r.t rY ¢r ��.,A.r ..9‘. ..a�r .f :•`W�,�;5::4n f ° 'Yu1pe• y 1 N'�„ ��3' "C .. �X h ry ti ��'�4 .. d � d YkR N,r,,,,1 t.„'q�.�} !,. !4 � I y .rt, 1. ".,��.e ,,f� +`S; fY .'41e.•"''r).',44'C'.' ' . , ! , i. >tt ': }� a te., A +' ;i tt$'b.b•"4.* ii !„gg k'., , .. `,,,,,,,'i,:._,.. )f'-' ':,t4..' .sr ;`r J.�irl, ^.��, } ,e.,.'t. ✓'F•'., dGe �. ,., .. g. E y. ..ft tt.r ,?>l. t;t ``r�w � ,"S�� ,' t'�x:�'.2'f!?'r4?;o s,sl ,jx,r ti tt rt ' r ,?.,r: '.t, .,� ,-:r 4,,.•, .s ..t ti.r ..,, ,x ,.cC: rV}f1K r. .,,e ..rs ,,,, -t,.$t ..11 ^i,t,,, .aiv �r :4l., t,; , �U �t.rrt �•.i t �,.� I,i r A( !:' , 1 ` 4,,A Z' $ ',Awl, Y 1S r `,,%N 'li L �'.i #,� ��Alt '�.Y'{�:, "�`� /i�j�py,,.�� •1�.7t'L '�1` .♦ 3.r Ji' N't• t. 4 � +; �It,eFS • t y16 rit ,`c xM k Y{ / }it.:Y• .. .,. 1,ti. .. '•;1+},v, ;eir.-., ry ry0 ' � ,v, . r �. , x:J r 3 { ':f' . ,E . f .} .F. j, 1 t.F. � ri.�:�! .3r��.t, 'c7 ' y{ .�02.`�+.: 1,,•��SE �,-k(,Y, rri,� ��r ., eti � r 1 },, J�v y :t',t: +/.;',L :6'„-: ', -i ! 1,i f S�('!k .. f.:sFrr,s'�3 ,!tf KtTi, L.1 ) r 1 (t i t t l y::, .i, y ,t '3, r rr 1} t '.'!'`i;',.' ��- ' I h.,E $i , ? E ', 1.;,- `z tl{ t , � 7 +.X54��.r'�{.�L�la}4:+f..;' .o t�:�)iE�ti. r. it � '.':',.•",. ,,,'..-, ;.,', t r . 1 *�.t� i.,. fir, j.n3.q, .,E�`�fl�{: ,�1 .: .t t,��'Ef�}. t; ; , .ii t t + .i A6i*.4.. 2r.�'� h0�.'�.'T4inr C{+�'>;Y."Yf:{: t0,ei. � ”s' :4., .., r i: :ITy. <: t ;�. i, ::: kt:', ��,5 ..•.t. ..,w,,.2i •_ ,.. s, .. ,. .i�y:a A^xn+Mr,o.wJs�J ". ...=,.aa.amr:Et,titfd}�OH$i411Y, .h�s, r eR ..,3 e , ,.f. i S , i S47 ' Y .c (, it .5r• .. Section 18-3, Reports. ' '` . g i ' a 4''_ Every appointment, transfer, promotion, demotion, dismissal, sick leave, vacation . • '6- ;1 ,; z;:: leave and other tem temporary or ermanent changes in the status of em Flo ees in the munici al. =. ,n E. 4.,, P Y permanent l Y p . 4., service shall be reported in writing. The city administrator is authorized to prescribe the ''" time, manner, form, and method of making any written report as may be stipulated in any `,1k4 of these rules. l'41,101',.,,4.31'4., .:1 , i. q }e:.;w wyAz f;i , "� Section 18-4. Public records. ja``ly4 nab` { j= d+ x 1E t .,,ti.4'. Except for disciplinary action,records involving investigation correspondence and data ,:i ,.. `:i:• related to the moral character and reputation of applicants for employment or employees of j: 1 ,r , ` G � the City; files, statements, reports, correspondence, and other data in connection with and , ,(,�' ' related to investigations of violations of these rules and regulations; examination materials, 't•_,,. , . questions, data, and examinations and tests conducted by the City; and such other 4�,-, .,* confidential papers as specified in these rules or by action of the city administrator,personnel r!%„ ` t s records shall be public records. Such records shall be open to inspection by the public during �3.f•} ^-0 (.;f. ., regular office hours, at reasonable times, and in accordance with such procedures as the city '°,':• administrator. may provide. Salary range and position classification information, as well as P3: ,' •• ',, class specifications and basic employment information, shall in all cases be made availablek !m.;:' '• 3. ; to the public on request at reasonable times. ,rs ,'4.. ,UWfPti;i3; al e; 1'„, 'yy�, Jii.t'j i� t T,-•••,, ,,,f1',,,,,40,f ,,Fv2,..• ` " ARTICLE 19. TRAVEL EXPENSES • 4 k} Section 19-1. Policy. ,�,rr , f •{ ,Jsx tkY+'`t }_ Department directors, city officials, and employees shall be reimbursed for official �, , ,,r -,,��} gym.=,�: r travel and related expenses while carrying out official duties, or attending professional - ;'µ. conferences and training courses which will benefit both the employee and the City. )4 r i '. • All persons authorized to travel shall be reimbursed for actual air, bus, or train fare ,<; ,c..., . `' to and from the travel destination, actual room cost for overnight lodging, taxi fares,tips, and ,,, :.4 other travel-related expenses upon proper presentation of appropriate itemized receipts on .iw`s'^1,tk f,,}.,.. `.e '' a City travel expense voucher and, where appropriate, by a certified affidavit. . k ._; "' ( .•. Section 19.2. Travel advances. 41,00...0)‘,..t.?.-;' `- .r<3 t„ , Y,ti ti ' ;��.,� A travel advance may be obtained by submitting a request form stating the description � ,�z•„,'. • and/or purpose of the travel advance. The request must be approved by the department 4,. director and the city administrator, and forwarded to the finance director for approval and r,:iO4gY : ':; processing. The request form will then be forwarded for issuance of a check through the ,1 regular accounts payable system. Departments should allow ample time for processing of ,;c,zr4 k` d,sh, o., '' travel advance requests. V ' ',. ,'x apt..tyr.�`-�'' ` ;T ”;r t� %�t .. 's J" � � ' � 1��ts ::::::::�•.; ` 49 November 1, 1994 0 i 2 31P 5. .. ,, .—^ . .—r....,,,.n+xtw a. . '.:—it o ti',.Ar'4.11'.4"'.'44, , T� 7 v"i9y& �E X t.e i,r. M ;.',...'..':1,., ' .• ��. ... ..':� ,.t .}I r 7},��i Lye ?VA*�y�yn��'iyli t"1r�.rJ • 4 q�',;?r`0,,1.1 xe ' � {• ,.:77-777-77-77777,77� c ct r•,,K,yr,.3 1.H- i''}�a y k.' n,, xt, ,,.,�-',45,:.'^•'x°"j:.'e 5 } , + A r ,i : t x�'�f#:'y�-`�^'�Yr�Y'�!!5 a.. }r' ?,�M 1i " `.,1r: ;}yFrtix•'i t y. t yt t t, .c ti:i r {�n:gf;3ti ,,4:ir -0, v' 4?{4'- ,;1,,,,,,,.J ry b ,k- E �. ' . o .., t w t A; ,,; .��:4...., f OP 'L. '-'4.- $°'':-'4:' �r"�". �� ; i. i r � }. ''h ��'� �}IP�� ,t,, ri:4i4,4?.1' . . " �` �<!y,il ',:}«; .,� , � , .} .t 9 e f !fief"?n , a•:r•,v1,0*,Yew4 s ;:,E•4•+t�,J,4, 131 �i _"n�,�TiVil.',�r,� !t :E .r �r , `a Z.:^.144$2,.fi^J.V,vt z':' u .; rW 4f�r[�4 '6'4 T�'�A� � ;'f:.�'��''+'9' :*JL r : 4.:,t S1t 7'.,t , �' ��t+' .�i. :'lml. iy..r^�y'• ,{7,�;, aft "'�l,. ,. '.jr" ,�'�,�.,t, i .} r ,.r ., r t 1 � t:�E,i.."9}� ,t •hr��,�7{7��•fx}',JC''a fl��'q:{�'��..:t'1 •'�.{'�•i ' .c i, tiCS^::= p'.4C 'yt t{'d F t r 1 b,,j;r�;.:I:, " q•�l"?k.g.� Ei µ i 1i',' t,; 'SIi11'',- E 1,'I i t 'YS1,PZ,j EY.',. fi ti j.'. 1ri Y!i f„l4,,, ,,i •}ekr aftgi V"' t,' ,,,`M !;`r f, "W dr1.,x .r z ,F r1y '� fi 41 gr,t5(; t `,j,. t i ,1i ;_i.,:.,�i.f51 jj ;-Y .A t iF ' F� � ti f � 1`"�C..Pd �� -F �`��,� r■ .., 72 ♦ a��"?•�d ,k 1; ,�, K xTr t`>.r' s .c: •r`!" :,< y ?p,k,r, 4 .1 ./r. t;., ';4+. A , ., Y rvhe,.„ F j-�� ': ,JF °4 ,°y,�, �f a '�+ t't N n:,il% �,:. 5 a lw't''`•� T�, '1;,�M ... 4 X""2'��Y'- 4• "+r '•4A, tJ• ii^ fit• p ' Pe"rc;$-i�' � , 1:� , , ., # �i 111�� >�� ,{a '�7 .�j,:. IV 'Ie ri M;' is "„i`''te I a ;, n' ..i.."•R" ` lr b �, }G,,.i.! " 1 .k :l'1: t.,,:t, 'i� '•�i,'•Y t. tss}y' .��,�� >k-a.., �y'r ' s f„ � r• . a {••::;.. �. V Jy,i •. �l r �. .r p� vs'1. t#� '.{,'.� t ,.. .,;•�9 .! ;4', 1. .,i-,r- M.4.».:,. , .I. W' � } f�l,t: l (' , .. ! ii+!/ IC'�.�.5'}. 1 �v;'.1.,' `.a ,W �i f P f i ,.�aP,1fj�.k.Y� ,i3`F..l 6'SJ if.5 4:Z.a. ,. 1 n,;;„.,...',, Y r�.'_41tLtaJsf .1' S.J" .7lGf:.t',a c to}. +'J`ic°, ti S t .t'. ' 414„ v4vy „ . t4 F E it C ., t . , Section 19.8. Reimbursable expenses. �s t _ `AA All efforts shall be made to keep travel expenses to a minimum. The following M1 t} '{ 5 rF k; expenses for approved travel shall be reimbursed according to established allowances or r{ ,.n j� actual cost when accompanied by receipts or other documentation as required and J; g, ”``,;, '. , appropriate: ..,=1..,-..........,.. :„ V �t .¢, 4,, -. (a) Direct travel including air, bus, train, and taxi fares. .. ''' ryr (b) Direct travel by personal vehicle at the established rate per mile or at an amount "}°'>, ;I.:A ' l' ,{�«g equal to common carrier fare, whichever is less, if approved by the department director. y�41f�x7= ,,t.i' (c) Overnight lodging when travel extends beyond 40 miles from the City. g •'.. t tfdet':".+ ;� ,. (d) Meals and tips. � w. , { k; 'p t. ittr (e) Other reasonable and related expenses. r N:.;; > Section 19-4- Non-reimbursable expenses. ,�v , `:,;, The following travel expenses shall not be reimbursable: o ;.r ; 4.. te ` ,' , (a) Costs incurred by a spouse or other relative accompanying an employee. l',4474,',.,',h ; ; it.,,,X. (b) Personal expenditures such as valet service, laundry and cleaning,entertainment, ��-'S' 'rn•or side trips. Y g► 44.F. tigi : 1, Section 19-5.Vacation combined with official travel. '�,,...;. ';;, Employees wishing to combine a vacation by private vehicle with a business or t' � <r ; t ,�. convention trip must have their department director's approval, or where appropriate, the ; .,,; :It.",,�:. city administrator's approval. The employee will be reimbursed for travel to the destination X',a = � ;' uri <,, ,��1 ' t based upon the common carrier fare or the established rate per mile for personal vehicles, r 4,.,i'r 4' whichever is less. }` ° l Section 19 Travel ``q ` K r'' )'J -6. avel reimbursement or repayment of advance to city. Y>xutr ., '; f xh 77 ,:'fit is .,1,,,,,,,114—/ST.y+vL�I A travel expense voucher must be completed within ten (10) days after returning Ti-4,,,,:-,,,,.;,, ‘;'.,,4 ix from a trip whether it is for an amount due the employee or for payment of the unused ;.4_,�5,,,;;.,.�,;,,,,; balance of travel advance due the city. Where the employee received a travel advance check, }' ,:;r�i,; T;: it must be so noted on the expense voucher. �.f,''.jt r- ,4; ', All travel expense vouchers must be approved by the department director and city ;'-.,..=-t z4'^ administrator before the finance director's office will authorize processing for payment. ;.,,;�: ,, i 0., , t r, ' jf' r 'i3 t t r a .-4,IJS,t,: .. ,• ''S '�! t ` ! 50 November 1, 1994 `1 ISn nft .', fT' ��y� y� 'S§'.. 'N'. n A 2 1ti `,.,.1ri. (t't`ti.�t'�:'3 A'v F':%f'.i'' ,i '., 8 i 1,14.,+45"/uo+: r r.4,r,y'#i +t' t:n'..• "4, i1c:U. t r .h r� !'::.:t, . ,p '. S° ..4, 'fir t,' t .d •.i',- •.,s'r�i Y r d ,1,.J L. ..c Y w 4 "1 t 7,: ,,` W''k .#3' . r .�'.. i:F� :;s�v;(,s;t wi,,.tYy't r' n�A ..��. �r� ,x��+.. r4 ";� ,� i -1 r, �1•:- t:r'"��,�k 4• ,� ,n„� �' ''.w. �,'�i,'fy.,,,.5�5�,•1'• yt,> �r t �'-t>>,.,,t�:,:. I ..'Y:;,;,1,,,,!!:' 'l 1C'#��l P,'l< ^'.;rT<' f'� �t,y k';t{” t$'.•.8� t�'�`57 ''t'� ,:1, �x ri„�,.rLl 1 1'4,j,.K,��7" r!"Y'�JJ: "f•�c` 5.Q'.Y ,}',7 d�i r , .i ,7 :r:0, Y,.r;: . , a u^,,r, t Pil A -l.' d ''s:sy,. ,,g? r., f-04 ,..,7,4 R r .iXtti,N,p,4t. r�'7�I,•5¢' •4 .-',itJ'..} .i .k l%' t: .d IN, ,,r,, „'1rt,+i„v„,�tl u .?"r } " qt.E.t',1 44k4,40 y"1.aP -s,, ;P 't',.0, ,}, a,c l.8 r. lr .:u 't�• ,+.L .• „� . r 1,tr,s;., { Y to e ' .+ef �`k'. .%,,,,,, `a`,J}� e 1� .xjk.. u�. hF,t ;.:. �Qt x`" •,,y c..�°d�, } # § 75:;" }:r ?" ' 'n f e �.k }1 �`+ '',,%,x,�t�� .x{ e �,t 'v' �rY ,Y, .�t+`1t„ n.,.x ti ; �Y;'S s . .,,i,.ri„'•t"��,r�fi, y i �n) :. � t .{��Sh a T .-.t�,�Y 4L'..44'44� °,, '�'tiF��, d ;K�"ix s, '",t t f��'.H4gf.,,�a�,S� 'ft; t f^ � ' F 1: ';'1'3••'.+ { , '=.e 7�ps+q �ti ,.�,. ..r . ..4:1"iit rt..N.t � iy, t 4u•+� w •"' „' T .i,> 2� ns a.,.T*t..�p,t�.. S!oci #.` xy 8 r' 1k�T- 'Yi h " t+` t ti. 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J: . r tµ Sf',fi �t ,4 {.it j ,. } e'k.}n f:. ”'`;- a . = ;74, J >j ri= °w . st � Section 19.7. Use of personal vehicle for official business. _ 2,..r ',,,"Employees required to use their personal vehicle for official city business shall be °•” , <.aa, tc compensated at the rate set out in Section 19-9. All departments are encouraged to promote :; v ',2 Jx v� t; the use of city vehicles whenever possible in lieu of use of personal vehicles for City travel . .` : { purposes. t w Section 19.9. Use of City vehicles. r'''V Employees who are assigned take-home vehicles from the City fleet are prohibited "Ti= „` fi3' i ', from using the vehicle for any use outside of City business except for "de minimus personal '043.f J;t''.'<n ',. r use. > ' ,,j . f. • Employees shall report to the police department any accidents involving a City '' ,, a • vehicle and the property or vehicle of another party. Employees shall report any accident ?' -14..,,1•0-$c.,' ^ .` ••''° involving damage to a City vehicle to their supervisor,department director,and the personnels '., < '• & safety officer on a form prescribed for this purpose. Failure to report damage of City ,,, '>,<f.;'4 ; . vehicles as prescribed may result in disciplinary action. : • • ,rat: x F',.. .,' Section 19-9. Reimbursement rates and rules. . ,ijA.' Reimbursement for authorized meals and tips combined, whether in state or out of ..r 'i r "'. ^' state, shall be the lower of thirty dollars ($30.00) per day or $7.50 for breakfast, $10.00 for t.`` A 'If`';'� e lunch and $15.00 for dinner. The mileage reimbursement rate for authorized travel shall be . ,, f� 'f"� ', • at a rate of 26 cents per mile. e ' *7 k ' p . ;' If an employee leaves Jefferson City before 7:00 a.m., the employee will be entitled ;. Ss1�,; • to a breakfast allowance. If an employee returns to Jefferson City later than 6:00 p.m., the , i ;k+;4;:'• employee will be entitled to the dinner allowance. If a meal is included in the registration , `' ,','•; ` cost of the conference, the per diem for that meal will be excluded from that days total '', li-'r'' ' • allowance. ,• ax � a.{;'' y $ Y� • The following expenses of employees shall be reimbursed according to actual costs ,t,izrf is a when accompanied by receipts or other documentation as required and appropriate: °'xn '4'.. P Y P q xµ 4`x '`•',1 'i, (a) direct travel including t``''r1J '°' ( ) using air, bus, train and taxi fares; °'� SF�`-�}�n,��-° (b) overnight lodging; . �,r. • (c) other reasonable and related expenses; ,• ,..,,.:.,,,,,,. 1,,,.&; ,; The following expenses of employees shall be reimbursed according to established .>. A. ';;4• . allowances: �r, {' . ':t (a) direct travel by personal vehicle at the established rate per mile or an amount , : " 'r' ,,,4.';''!11'1:7,.;i1.!;i' .'. equal to common carrier fare, whichever is less; ,.-,;'.,.'.,�;,:.r. t (b) meals and tips; ?,s"%`,i} tr; • The following ';' a ,a, ;. T', _, ollowing expenses of employees shall not be reimbursed: k; t 51 November 1, 1994 1 a ly '? ' ,t vY ,xr ,�, t\ r,34 !ir4 .. •T...',,.3,:.'.;.•r•�:..$.^3.f,"'.,,':=,�''^.!.et.•'.fi,ft t:i.;',�t a,.:'f.N�,n�:,,_,. • �. :lk k�'c ..; •i -F.r =.,: fI r�•"*3 S'.-..; ';i�t 4 s„•4y ',;:,. . a"..' ' 1, .. '•?l ? .V' •t'^.''.:. r.S.1.4.,,..t t.s%+r.r,s,,y....r';s,.:F.. a. • ry7..,„,. i.t' •.,• c'.. r '`i )S 7-:i S.f S ., '':ISt: > �';•+, s;-1^: tio �1 • :!7,1,4,,,,,,1:;. ...: •v,,,,,,,,,,..,;',, ' E r,t< � ` a� . s'S, u:x, „Tr, 1 r'i .pmm4 et� � Y i' {'t,�»er. ,,.:'::1,-t :!Sp { y,t 1 !;,,w t +,cr ,S,t�,�;*" �y 4iR{ ��. " if•_r1 R p�� " 4; t ` ,Ap 01, ,,;1, F f! ,5, � .'�, n t } � rr,z41 j .;yi •*''.;'i, ?f,p'[; r S+ ;•i';S r, f hI Ri<7 F+ a, u -, ,, `+', �, 6' • S t ,' 1� : la,Al L ,.i, Nkf, Si�t .; . 4 �"/t§f!,t. : , 1. ` : =3 1 � �I�'!a G*%;t,,*t„ .,C.,!,i,,}1S . .tr7 4z t i _;L, Rv• ,:.? 7a,.,., 1 �"s ce q ta �t $ t t ) ..,� :� ' �0 i, ,,?i.. ��tt.,i r 5 �w� • t"+� . r ?fG :^ r , ".i ',;,.;, '1.t,O.:a,r �11 ^' ,�,,.4.ai, �/Ik'rs..t^�{ ��p x ' ' * y >` .S • f Pyh�' Ll i{ . �t $.1"ty yNY1"� '- "P yr ¢ or YFr 4� . n t`:s``sY ? tfi•r45y {,f,y . M1±�t ory°s.:1,Vii, �.{SS•: o' a �� .,�'! .: .:, 4+``ri4> 4�'rd,,,, zfi 441,40;,441,,,,,t.40 {l�7, n l4 1,0p f.t k f i ,: q .0 f .of + '' ` ,w a'Yji1! t : � .f d , " .,� � r T �Y th { !, :i. t/t v" �y i`A'Kt n fr , `Y4� y , , v,„It'll' eS � lt ; c1`�1V E.,i A t„` 1,,‘,:',':',!t , J( + ..".Vii 1 1;*-,T k Y f. di'y,ek{r !�6�'�r ?t�� °h9 4 ` �'s �• � v a �n„ r� .Lg ,:��, t? ,t�'$ }h .t .,- .ii '�' ft:t- � !)I�t d �i .�r� tat t r+S s:.+..'.,” r � �t, 1,,;,+k,y�';{,*0,t,� 4,iv e ,. � �* „:tlal'r .'t, '� }}�r:,° q; i+��,'d" »("R.}r;u ��1�f,�z �-$�uri;xt'( ,,i4 it'.n ' ,A• 4 , j', .4 � E 4:p a f;,.y,..{*(S? t.4. ,1 t t + ~:fti:,+L:l4, .e„ i4%.-41.z�4 kV ' f y fr S^ Y y , 4 .�+k4i'"'''r�; 'V' �Yr; ! P.Ye, E.rhk?{ ,l-, 'kt l 'tr. , � i ei i :,t . ,- i k •w'ivfY 0,d�.,. ,r'A K ' ,y 0 }: t�1,v 1 ,,+J L4�qh .4.11 p wyr,,„, .,y .2`,,�' �A,,a,40,A•<^'� S1:1,5ti 4 c n,,,3 t., u f.1,a,. , } + s f,,,,24.,:, c?�kx1 t':c't 7 L f.i c a,!; '.,..,.:50.,,,,,4,,,a.,�:, Pi",t/ .; b,' ,. ,r';Ix•-• !'yt;i.,,,•'.%{ i-s :;t: d'!: 't 1 ')''',?;.',1. .^� E e7+2r.P,;;0.1,,,I,:' ! i ' .\ �";� fi ;.+1 s'( "�P.f,4;;0 '.l 1I y 1� 1Jpit, 1,..P�Pt.,W9 :i. tx.:.c t +�Vv..t �,5. a'1, k,: tq• � ,a Cx.—41 � � � � � t� � �ttrj�.,i' �r n ��,�5.n 3r: 11�;{+"�u 2� - .}" �,Yy rf Y3 .S t x s'f y y F q II �` ., e.,. xt.',Y 4 .�: 1: IiL1 ,r; �• ''. .-tt`` ' ' �f t.S µµan to ee; ,M1.: (a) coats incurred by a spouse or other relative accompanying leaning, y { : ,.t . (b) p ersonal expenditures such as valet service, laundry ,i < ,; ?�'; ,:;.{� � is. entertainment or side trips; r9 v 5 ,� Employees wishing to combine priaeCtle u on the common carrier fare or the k reimbursed for travel to the destination bas p 4:' ,`1,,,i,� !} for personal vehicles, less. ,,,f'jx' established rate per , whichever is ',;.,,_ s er mile «y t. •Sri ..,..„, ,,,,, I Firefighters receiving a meal allowance will not receive per diem allowances for ys {� 1�} }Nz r "s,t 5r."r.+ .1.. ` they are scheduled to work. 'iii l "I, At 1. ARTICLE 20. PROHIBITIONS PENALTIES ,..sT A •.7i b 1 . 6:i,h. ,. Section 20-1. Participation in political activities. ;, v4 Employees are prohibited from bringing their political affiliations to bear on their :? ,q , j • political activities of employees are prohibited: r, official duties. Specifically, the following p ;1,. t 1 ! :� remises �� . I . (a) Campaign fund raising, or other partisan political activities on City p . '"r�^ i7t'7 `:4 while in the performance of duties and responsibilities as an employee of the City. .0"44 1. ti N.t . (b) Abuse of official position for political ends. `-ry „b P a r 0" t ''" ` (c) Use of official working time or unauthorized use of City resources for olitical ,, , r ug•; }; 4.4`�� ;. activity. . ; '.• JS; ` employment, osition, work, compensation, or other benefits as , .1: ,, (d) Promising any position, T�� ,' ,^> 'st consideration, favor or reward for political activity. r. ';) ,al olitical activities at the direction of a supervisor, department E �� !''` t,< r:p: (e) Performing p f; . IS � " director, or other City official. �i, t' 1 Harassment. i9 . '`i ''`' : Section 20-2. IDiscrimination and sexua „' x.�'` :3• ate, 1, w.fr�.��a ,cr �`^a t .t.i ".° No appointment, promotion, demotion, removal, or advancement i geexmplo e t , ::. x °71, , t. shall be made on the basis of race, religion, creed, national origin, ,.any,. ,. s;� 1 disabilit ?F '' r" nondisqualifying physical or menta y. r'a,94, �n� �`FJ:,'t liJJa,,�IAAt f , ? . Sexual harassment of employees is a serious matter and is prohibited in the work .-..,-.-4.4.t` • . '. person and in any form. No director, supervisor or other employee shal � ,,. place by any p implicitly, that an employee's refusal to submit to "�, h 4. •'.'�' threaten or insinuate, either explicitly or imp ' Y� ,sisal, ,t, ,-t' •;:�° employee's erformance app r,.,; , �t�l sexual advances will adversely affect the em loyee s employment, p '�`> R4- condition of employment or career development. n:�� 4 wages,advancement,assigned duties,or any N.I'd Other sexually harassing conduct whether committed by directors, supervisors, or non- . . ': t ;;o �' ..4'f;pp supervisory personnel is also prohibited. Such conduct includes but is not limited to Sexual •' .,.••• <,�d 4�'' flirtations, advances or propositions, verbal or written abuse of a sexual nature, sexually • .. c is ri::: ,,7,. degrading words used to describe an individual. .• ', '., d ,, 1994 ' v . kt ,hi,�. November 1, ,,: t ilk l40 :icr,. ,',.x• •e,f',.'.`:,ry s:}e..,.,,.'„;.'. x'�..,,',,..•.,nt,}•.w .,'..„....; i''.'. � 'r.'r, ; .= .. ` "..r c,i y,,r.3 Y.�,4,r,',�s =". P'' '- x. },r�:.••;' : ,r x.. . . : ' '.' • . • . 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C ir. S:::. � V r^'., y t 4'f, ; ' s'4�x' ;•41 . :...r 743 n �.`i .. �,, � bh� 1”.•�F; :pr' �nP ',t e; " n : , +4� S:. �� I Siilh,. 1s, '.1 '.t,5z .A r .,1 ),;! >,', lE.Y rft.. ,,1}fµ'•,.., ,S �e q� .',4, ,,,t D ��'lo,� ; '" ,; Lf'i, ; 3., : '� � •fy' ' , ' i t� , v'r.t , . y<? !f0; ff '�:f -' ',`' r.r,t i,Y4 t`i{.:i,--3 AL.'t� ...,''A .}l�✓.' .:';':,7,,i1,,‘,?.,',,:,,,: h<, !, t t s 1)r ',. , ` .{iri :f'''',-1.,tfF r v ! N R. : d h 4s w1Y.:,m N tt 4.•-• {r , ,1 ,,a '.ti ' .,,c .`,/•-"2 ,' r>,CP'%4 T�� 4„i 66,4 ,,lx u ti a, r ' e r : {lA p +fi- `p ` { a 6w4r {00. k,•. .} , 4,400' + T. .d.. r , r , t R �1" 40G14V 4' gv r4a..4,tl ."'A'' :, ❑ $rta , f :3 f ))r! i 7= ' � ■t 4 ' . +r "+' n�}.., �tF ,� i • ` 1'� < i ' ' . . T r,�� i F -4.1P f � _.. ,, .w..q. . ..i_ � . ..r ' tt:�v i; t' r : ,.1 -.,,,1 dG�:�t4flt�m-n..+s....._. .. ___ ,.. ,40*;,,i,c,,... .9..e,10r eAitolia- 1.- ?„ ,t r ifi i '1,�q'4t +r TM 7!f t ;•1.S, ' t � , A {i ! �� f f r ,c t '„ ' 4' t1 ;,'.. . . "IA: ` ' Any director, supervisor, or. other employee who is found, after appropriate investigation, to have discriminated against an employee or harassed any employee asp, § prohibited in the pr.eceding paragraphs shall be subject, to appropriate disciplinary actions ,+ I;t ,..fit•, t, up to and including discharge. � : Section 20.3. Nepotism; restriction on employment of relatives. ``. promote, advance, or advocate for !. 14' "' ' A City employee may not appoint, employ, p ,,: ,TY:• ,,;:i..,..!;,.'1.!...,....1 appointment, employment, promotion or advancement in or to any position of the municipal f� r t j,' S. Y '� y.1 tf Vr ` service over which he exercises jurisdiction or control, any person who is a relative of the city .. -, ; _;,• '' employee. This section shall not apply to employees previously exempted by ordinance from ,i t6,, t r.:, s ; t these provisions. al ' �: ' Section 20-4. Outside employment. ‘,54,-;::2,:.11-V,?,,f `'T,S � '. V:t + s j..' ` Outside employment is prohibited if such em loyment would have an adverse effect f' {? t =t, '" with the City or be prejudicial to the ?.'t .s ',x', f, -, on the employee's performance of official duties 0 a '.f',. ,,`I reputation of the City. Employees sh.all inform department directors of the acceptance of any r ,� , . t t outside employment. •ah�,?, , 1. r�4 Y:' Section 20-5. Conflict of interest. ` 1 3a r`A, tai;_. t ;1Y ,:f!.:::-"::::.-: No employee of the municipal service shall hold a financial interest in a firm, {;'F`. ',?; �1 institution, corporation, or other establishment supplying goods or services to the city. No t >,�-,m,,,} ,. " employee shall be employed in any capacity with a firm, institution, corporation, or other t`Y .�0 �p u a establishment supplying goods or services to the city when that capacity means the . } \i ;,4•;; . possession, direct or indirect, of the powers to direct or cause the direction of the tax "4eL ' ' management and policies of that organization. No employee shall receive any payment,gifts, .,- )a 4„4 f Y ::: favors, or other consideration from any person, firm, institution, corporation, or other ,�r?..iws •� r� i:. establishment supplying goods or services to the city. r sr; ,'.�. r�„ t :Ti';,;''. r,; y ..J .R 1 t 1� Section 20-6. Penalties. 44. r a .41.;,,I,,,,...0.4,1,‘,,g,.4..,,,,,:rp-g,, -0'; c ., An.y employee found guilty of any violation of this section shall be subject to any ti c'".t M M ' ; : disciplinary action up to and including dismissal as defined by these rules, and such other try; `' '-' t` penalties as may be deemed appropriate and consistent with the laws of the City of Jefferson � � ?!.:t:' s and the State of Missouri. *' '' A. `• k ' ARTICLE 21.MANAGEMENT RIGHTS ;.`z` t. Y' „ , } , The city shall retain the sole right and authority to operate and direct the affairs t,;� � ' =.. f of the city in all its various aspects. Among these rights are the city s right to determine its rr r :,. ` :i mission and set standards for service offered the public; to direct the working forces;to plan, ., ...4' direct, control, and determine the operations or services to be conducted in and by the ,: y` '” employees of the city; to assign and transfer employees; to hire, promote, and demote to:,,Y '4'..-,: °j.. , �:y: .1 employees; and to suspend, discipline, or discharge employees; to relieve employees due to �7•. i > ,4'.: ''' lack of work or for other reasons, such layoffs being normally accomplished through attrition; ;.� ..0. .�..,'.,• ., to make and enforce rules and regulations; and to change methods, equipment, or facilities. cr li p i ; ; t , 1 ,, �4 (jY� At:�t jy. t. c •s.=''x. . a^.ts'„.•,. .}}.. i� ` ` r.:{,t J t' ry1 . ,n~. t�� . ..''.?} ,}.t.y t.f,1F ri:i,'.• `ry.,.iit .��F Uy t� k r�l •' r$r: fr•t .;;(%' tr+- " .r 5 r } .frA t% E ? wim . .• r^ S q k y h, +? „ Q!}.}{n , t ,.. ry ' ,.... 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' ''''' ''..,, ,.V41.:,;•P ■•,;4.,., t'll !'1101' , • • ,1 ..1;•„-i r:de cit # ARTICLE 22. SAVINGS CLAUSE AND AMENDMENT .....,,tri Section 22-1. Savings clause. 1 , •!•t A- Invalidation of any part, rule, or section of these personnel rules and regulations shall not affect the validity of the other rules and sections. ‘„..• Itlf. 1,..x Section 22-2. Amendment. 474 orit; Amendment of these rules and regulations shall be approved by a majority vote of the City Council. Copies of such amendments shall be distributed to all department directors •• I t* ,41 and such other officials as the city administrator deems appropriate. . , . •.,f. - II ), 4 ,i e ,,. -. .... .,, . 0; v..,. ,L??...i..-.1,. y....e,,.q,..1 ,,,,,yr, f... ,',,i i' '.'.. i • '',.. ' ;,•• 1 t,.6 V VV ., ... `,•• ,.., ■,.... 44 , ..;4, I r k.• ..; ;,./. ' 'A ,,,k, !,.. :e- ,i 44 , ,. 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